Take a deep breath, and count to 10 before saying anything. If you still feel like you’re unable to calm down, make an excuse and walk away from your boss if you can.
There’s a chance he’ll get the message that his humor or comment wasn’t appreciated without your having to say so. Try to remember that it’s not your responsibility to educate your workplace about racism. Your primary goal is to get your boss to stop making racist comments around you.
Don’t follow your statement with an explanation about how the statement was racist. Instead, redirect the conversation immediately back to a work topic. Make sure your attention is directed towards the remark rather than the person. Your boss is more likely to respond positively if told that his statement was racist than being told, “Wow, it sounds like you’re racist. ”
Asking your boss to explain why he made the statement also allows you time to gather your thoughts and calm yourself. If there are other people present, you’ll have more witnesses.
For example, after your boss says the racist thing, pretend that you didn’t hear him. Say, “Excuse me?” If he repeats it, you can pretend not to understand. “”I’m sorry, I don’t get it. ” Eventually he’ll get the message that either you’re asking him to explicitly explain his racist comment, or that he should move on in the conversation.
Written documentation will be required if you ever decide to take your concerns about a racist boss to your company’s human resource office or consult a lawyer. Make sure to keep your written notes in a place where others won’t find them at work.
Harassment can be difficult to prove. The primary considerations are whether or not the comments were unwelcome, and the extent of the severity of the racist words or actions. Realize that racist comments constitute harassment, even if you aren’t of the race being referred to negatively. As long as you make it clear the comments are unwelcome, and the comments or actions continue to impede your ability to do your job, then it’s a hostile work environment.
Talking to close friends, a counselor, or a religious mentor about your difficulties at work may help relieve your stress. If you have an exercise routine, keep it up. Exercise can help relieve your tension and stress. If you don’t have a current exercise practice, consider starting one.
Remember that the workplace may have a genuine reason for the hiring policy. The racist action may or may not be directed towards you for your work to be affected.
Don’t ask in a confrontational manner that will put your boss in a defensive position. Remember that it’s possible your boss doesn’t recognize his own racism. If you’re able to make your observations tactfully, he may realize what he’s doing and change his behavior.
A statement format is both assertive and deferential. Try to explain why you’d like to see changes, so that you’re focusing on making positive change rather than blaming your boss for his actions.
If this kind of behavior occurs in your workplace, you should report it immediately. Make sure to document this action. Write down exactly what took place, including the time, date, location and anyone else who observed it.
Make sure to do this discreetly. It’s a good idea to meet up after work for drinks or coffee when you have this conversation. Once your company is aware of the incident, it’s legally obligated to investigate. If you’re not ready for a full investigation yet, you may wish to wait before speaking with your human resources department.
It’s in the company’s best interest to develop such a policy, because not having one can make it much harder to prove that employees were aware of nondiscriminatory practices. Small businesses may not have a policy in place, and may not have clear guidelines regarding who to contact with concerns. In this case, you may wish to consult with a lawyer.
Verbal comments about clothing, personal behaviors or individual people’s bodies; race-based jokes; passing along racist texts or emails to employees. Physical contact, including unwelcome touching of an employee’s body, hair, or clothing. Non-verbal conduct, including derogatory gestures, and facial expressions that have racial intent. Visual displays, including images, drawings, screensavers, posters, pictures, or any visual display of items understood to have racial significance.
You may wish to ask other coworkers to keep their own written records to support your documentation. Be as clear and objective as possible. For the purposes of this written record, don’t engage in any name-calling, speculation, emotional processing, etc. Keep this record at home or in your car, rather that at your workplace.
Once you report your boss’s behavior to the company, the company is required to initiate an investigation into your complaint. The company will not divulge your name; however, it may not be difficult to determine from whom the complaint is coming. Be aware that your boss may be aware of the complaint. Even though retaliation is illegal, there’s a chance that you may suffer as a result of reporting your boss.
If everyone’s laughing at the racist jokes, don’t join in. You need to avoid sending any mixed signals regarding the racial behavior. This communication can occur either verbally or in writing. Tell your boss about your concerns when they’ll be expecting it, like during a one-on-one meeting. They’ll be less receptive if you catch them off guard. [15] X Expert Source Lily Zheng, MADiversity, Equity & Inclusion Consultant Expert Interview. 22 November 2019. Avoid making judgments about your boss’s character or motives. [16] X Expert Source Lily Zheng, MADiversity, Equity & Inclusion Consultant Expert Interview. 22 November 2019.
Once your employer knows of the harassment, the company is legally obligated to investigate your complaint. If there’s a specific process for complaints required by your workplace, you should follow the process directives as precisely as possible.
For each incident, record exactly what was said or done, who was present, the time, date, and location of the incident. If you can, ask coworkers to keep records of their own which can collaborate your own report.
Your state may have a state administrative agency, such as the Missouri Commission on Human Rights (MCHR) or the Nevada Equal Rights Commission (NERC). The state agency exists to cooperate with the EEOC. You must file your suit within a limited number days of the discrimination or harassment. The exact number varies by state, but in general it’s important to know that the sooner you report the discrimination, the more effective your case will be. You may wish to consult with an attorney, but it’s not required. You are entitled to go forward with a claim against your boss without a lawyer. The state commission may be able to successfully resolve your complaint.
Your process with the EEOC will result in your receipt of either “Dismissal and Notice of Rights” or “Notice of Right to Sue” (Form 161). You have 90 calendar days from that date of this receipt to take legal action. This deadline is called “the statute of limitation. ” If you haven’t filed your lawsuit with the courts by this date, you may be able to pursue your case. A lawyer may be helpful to you in navigating the legal system.
