Workplace Discrimination and Harassment: Prevention and Remedies

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Individuals must be treated with dignity and respect in the workplace, regardless of their background, gender, race, or any other characteristic. Unfortunately, workplace discrimination and harassment remain persistent issues that can have serious consequences for both employees and employers. In this article, we will explore tools to prevent workplace discrimination and harassment, as well as the remedies available when these issues arise.

Understanding Workplace Discrimination and Harassment:

Workplace discrimination involves treating individuals unfairly or unfavorably due to certain protected characteristics, such as race, gender, age, religion, disability, or sexual orientation. Harassment, on the other hand, involves unwelcome conduct based on these protected characteristics, creating a hostile or intimidating work environment.

Prevention Strategies:

1. Clear Policies and Training

Employers should establish clear anti-discrimination and anti-harassment policies. These policies should be written and communicated effectively to all employees, and regular training sessions should be conducted to ensure that everyone is aware of their rights and responsibilities.

2. Promoting Equality of Opportunity

Fostering a workplace culture where employees of all backgrounds may succeed can help prevent discrimination. Companies should focus on the merits of a candidate when evaluating advancement opportunities and create an environment where employees feel valued and respected for their workplace contributions and not excluded based on protected characteristics.

3. Prompt Investigation of Complaints

Employers must take all complaints of discrimination or harassment seriously. Prompt and thorough investigations should be conducted when complaints arise, and appropriate actions should be taken to address and remedy the situation.

Remedies for Workplace Discrimination and Harassment:

1. Internal Resolution Procedures

Many companies have written internal procedures for addressing discrimination and harassment complaints. Employees are often encouraged to report incidents to their supervisors or human resources departments. These internal procedures may include mediation or other methods to resolve issues within the workplace.

2. Legal Remedies

If internal procedures do not resolve the issue or if the employer fails to take appropriate action, employees may seek legal remedies. Depending on the nature of the discrimination or harassment, individuals may file complaints with government agencies such as the Equal Employment Opportunity Commission (EEOC) or pursue civil lawsuits.

3. Compensation and Damages

Employees who prevail in discrimination or harassment cases may be entitled to compensation for damages suffered, including emotional distress, lost wages, and other financial losses. Courts may also order injunctive relief, such as changes in company policies or training programs.

4. Retaliation Protections

It’s important to note that employees who report discrimination or harassment should be protected from retaliation. Retaliatory actions, such as termination or demotion, are illegal, and individuals who experience retaliation may have additional legal claims.


Workplace discrimination and harassment are serious issues that can have a detrimental impact on individuals and organizations. Employers play a crucial role in preventing these problems by implementing clear policies, promoting equality of opportunity, and responding promptly to complaints. Employees, in turn, should be aware of their rights and the available remedies if they experience discrimination or harassment. By working together to create a respectful and inclusive workplace, employers and employees can contribute to a healthier and more productive work environment.

For more information or assistance on workplace discrimination and how to prevent or remedy it, please contact us at

This material is provided for informational purposes only. It is not intended to constitute legal advice, nor does it create a client-lawyer relationship between MNK Law and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material.