What do you do when you overhear someone in your office have intolerance towards an ethnic group, I'm apart of

Question

we have an open air office area and I've overheard a woman here make comments about an ethnic group I'm apart of, these comments were more then derogatory, and she is someone in charge of resumes and I feel like this may have possibly prompted her to disregard some applicants...I've already emailed our HR dept. to talk about it, is there something else I should be doing with the city and or state?

thanks to everyone who has answered...just a few things;
I'm not trying to get this person fired, she has made these comments before that someone else reported to HR...I know for a fact she needs this job, and do not want to see her lose it, but there is a point to how much crap you want to hear come from someones mouth in the work place...

I was not eavesdropping, this is an open air office and her area is right over the wall from me, so I hear everything that comes from mouth!

Answer 1

If I were in your shoes, I would immediately go to my supervisor or the manager of the facility; relate the incidents including days of occurance, etc. and politely insist that the woman be told to desist. I would say that if it doesn't stop, you will notify the Department of Labor in your state and, if necessary, retain an attorney. I would remind the manager that the woman is committing an illegal act.

Keep copies of e-mails, makes note of days and times you overheard the info, who she was speaking to or with, what was said and any other info about the incident.

She is obnoxious and has no business remaining in a working environment.

Answer 2

Besides your HR, most large corporations also as part of their code of conduct have a EO hot line. You might want to give that a check as well.

Since you ask if you should take this to the city or state, it sounds to me that you want to see this person fired. That is not the goal of any HR or EO group. Company's have a lot of money invested in their employees and would rather correct the behavior then to terminate the person. Some times the best approach is to directly contact the person and say that you over heard them make the comment and that you found it offensive. If this does not work, then you would escalate the issue through the HR, EO organizations.

When you start off in the middle or higher then you will cause problems in the work place. If this person is over you, then this can cause problems for you as well. Just because you make a EO claim, does not make you a permanent fixture in the office that can not be fired. If your production is low, if you disrespect a customer, if you are late to work, these are all still valid grounds for your termination. That is why you should start at the ground level of resolving the issue personally with the person you overheard.

Answer 3

Speak to your HR first. There isn't any recourse through the state or federal government unless the company does nothing to correct the situation.

I would write down what you heard this woman say and the date she stated it and whom she was speaking to (or if it was on the phone). I would then write down the date you spoke to HR and what was stated (you don't have to do word for word, but a summary would be very beneficial to you) and decided upon. Then hold HR to it. Follow up in a week or so, and if nothing has been done, then I would go (with your written info) to the state/federal government. The company then will be in trouble, and the HR person will be in a world of hurt as well as the person making the remarks.

Good luck!!

Answer 4

of course they're very perplexed of their questioning in this element; on the single hand they say "Judaism is a faith each person can convert to" then spin proper around in that dizzy way of theirs and say "particular,we are an ethnic team" which thoroughly contradicts the theory they're a faith to which each person can convert. In any experience if it rather is defined as a faith then what the hell are so-talked approximately as "secular Jews"? in actuality they have no functional theory as to who or what they supposedly are as a "human beings' so as that they are able to't respond intelligently. No,they do no longer look to be an ethnic team,so no,they have no declare to the Holy Land and all the zionists founders weren't even jews to start with.

Answer 5

Stop eavesdropping on Other People's Conversations. Unless you are part of the conversation, you may not hear what is said correctly.
Are you trying to get even with this woman for Something else?
The last time I checked the Constitution, Free Speech was still protected. Or is that only for People like You?

Answer 6

I think you did he right thing by speaking to the HR. Make sure you follow up with the HR management as you definitely don't want this racist to stay employed.

Answer 7

You have followed proper protocol. Wait and see what HR does before reporting it to government authorities.

You're lucky. My boss has spoken negatively about a group I belong to--I have to listen to it and not say anything to keep my job.

Answer 8

For now let your HR dept. get involved. If that doesn't resolve the situation then you follow through with the other options...NAACP, Civil Lib. Union etc.

Answer 9

Start there "E" and if you don't get the satisfaction sought, then begin the move upward. Don't jeapodize relations in the form of your company until there is no other means. This suggestion is for your protection, not theirs.

Answer 10

Racial chauvinism (prejudice and racism) have no place in work place. Your HR dept. might be held liable if they do not take it seriously. Your city or state should have a office that handles these things also.

So, unless you're a white male Christian, contact them, and they will take you seriously.