In conversation with Sri Ranjan on combating discrimination

A secure and welcoming place for everyone – that is one of my main goals as a leader, and every leader, I presume.??

Whilst we upsell this message with a positive tone, regrettably, prejudice is still a problem that affects a lot of workplaces, and in spite of all that we do, it finds a way to infect our culture.??

Organisations are melting pots of people from diverse backgrounds pursuing common goals. Discrimination, in my opinion, is when someone in this pursuit, is treated unfairly or differently because of race, gender identity, age, disability, sexual orientation, religion, or national origin.??

Discrimination, whether it's done on purpose or not, is not acceptable.?

Unfortunately, this is not geometric; meaning - in most cases, the trigger, the cause, and the effect are always contextual, hidden in plain sight, and cannot be isolated. There is no magic pill to fix this. However, on the bright side, there are avenues to arrest the spread.?

Understanding Discrimination at Work?

The first step is to be aware of the types of discrimination that exist. It's crucial to understand that discrimination is not always obvious. It might be overt (like making offensive remarks or jokes) or subtle (like omitting someone from a meeting or a promotion).

As a manager, I inform myself and my team about the various forms of discrimination that can take place. This includes giving ourselves the tools and training needed to identify and stop workplace prejudice.?

Combating Prejudice Through Action?

Once you are able to identify discriminatory behaviour, it's time to act upon it.?

1. Educate your team, build their confidence, and give them opportunities to express themselves.
2. Foster an inclusive workplace. Celebrate all the diversity and get your team to share experiences.??
3. Take appropriate action. It isn’t as easy as it sounds because such episodes are rife with perspectives, semantics, and I-said-it-but did-not-mean-it and we must move quickly. ?

This could entail having a conversation with the affected employee, involving the HR team, encouraging an escalation, and investigating without bias. Based on the outcome - if conclusive, apply disciplinary measures and if inconclusive, track such episodes diligently.?

We can put rules and procedures in place that encourage equity and discourage prejudice at work but we must encourage people to use these tools else - it’s very cosmetic.?Detailed employment records, promotion policies, processes for disclosing and looking into instances of discrimination – these are all tools that help combat the spread.

And it doesn’t stop there. Accountability, evaluating workplace culture periodically and action are all a leader’s primary duties.??

A safe and inclusive workplace? - it’s every manager’s responsibility and every employee’s right.??

Sri Ranjan is ivy's Chief Product Officer for Marketing Technology. In his two-decade journey with ivy, he has managed multiple portfolios to grow through the ranks to head the products team. When he is not busy at work, he spends time admiring the technology marvel called Apple, immersed in the wonder of classic pieces of vinyl, reading books, and watching movies.

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