Reportedly, and as duly noted by a commentator in a recent Harvard Business article, that terse assessment about sums it up concerning company retaliation against workers who spotlight discriminatory on-the-job behaviors.
The Harvard piece underscores that legions of business enterprises across the country routinely “respond to reports of discrimination or mistreatment by further punishing or marginalizing the victim.”
Understandably, a retaliatory response materially undercuts the inclination of employees suffering from workplace discrimination to come forward and lodge complaints against unlawful behaviors.
What is especially notable about recent study findings regarding on-the-job retaliation is that it reportedly occurs with numbing regulatory despite a plethora of federal, state and local laws that render it a flat taboo.
Here are a few noteworthy findings from a recent report authored by the federal Equal Employment Opportunity Commission:
- 90% of women in select work spheres have reported sexual assault and harassment
- More than 60% of all U.S. workers say they have experienced workplace discrimination
- Only about three of every 10 workers citing discrimination protected against by Title VII of the 1964 federal Civil Rights Act file internal complaints
- Fewer than 15% percent of workplace discrimination victims initiate a legal action
Clearly a widespread fear of company power and reprisal exists, which understandably leaves unlawful actions unchecked and hampers necessary change.
That shouldn’t be the case. Employees victimized by illegal behaviors targeting them on the basis of race, gender, age, sexuality and other protected categories should feel empowered to take swift and purposeful action.
A proven employment law legal team can help them do that in a manner that secures justice and maximum compensation.