EEO Training For Employees
EEO training for employees usually explains the law and stops there. The question staff actually have is more practical. What do I do if I think a decision about me was discriminatory?
Four things answer it, and most modules cover none of them.
Ask about the reasoning first. How was that decision made is a question that gets you information. You decided that because of X puts the other person straight into defending themselves.
Write it down with dates. Structural discrimination is proved by pattern, and patterns are built from contemporaneous notes.
Know the routes. More than one, including one that does not run through your manager.
Know the protection. Victimisation for raising a complaint is separately unlawful, and it covers witnesses too.
The last one is the least known and the most reassuring.
The Australian Human Rights Commission explains the pathways. This is general information rather than legal advice, and obligations vary by state and territory.
See Sentrient’s EEO training course and respect at work training.
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