If an employee lodges a complaint of racism, the employer has to take it seriously. Otherwise the employer is guilty of unfair discrimination.
What are an employer’s duties when it comes to this? Firstly, lets look at racism.
What is racism?
Racism is a form of unfair discrimination and includes the following:
- Ethnic or social origin;
- Culture; and
- Language (Section 6 of the Employment Equity Act).
What does an employer need to do if an employee lodges a grievance? Follow the following process if an employee lodges a grievance against racism:
Racism and unfair discrimination complaints are very sensitive. The person who lodges the complaint loses face by telling the employer about the situation. The employer must handle subtle forms of racism with extra care. The offender can say he did not mean to be racist. This could leave the victim feeling disillusioned and angry. It is important to let the offender know how hurtful the comments are and how it infringes on a fellow employee’s dignity.
Racism attacks a person’s dignity. Someone who does not have the skills to facilitate the discussion will dismiss the matter as being a ‘storm in a teacup’. This could be because there is no direct evidence of an extreme racist remark. The victim will feel like the employer did not deal with the matter properly.
Once the employer has investigated by the matter, it is important to call both parties in and have a discussion around the issue. Once again, training around good mediation skills will be vital as to whether the issue has been resolved or not.
Hold an enquiry/hearing with both parties present. Listen carefully to what both parties have to say. This will enable an employer to take the cue as to what will resolve the matter.
The traditional way to resolve racism is to discipline an employee. This can drive racism underground and divide employees instead of addressing it and turning it around. However, some incidents of racism are so extreme that the employer have no choice, but to discipline or dismiss the offender.