Know Your Rights
Employee rights can vary by state, city, jurisdiction, organization policies, and specific circumstances. However, there are some general principles and rights that are commonly associated with DEI:
Non-discrimination:
Employees have the right to be treated fairly and without discrimination based on race, color, ethnicity, gender, sexual orientation, age, disability, religion, or other protected characteristics. This is often protected by laws such as the Civil Rights Act, the Americans with Disabilities Act (ADA), and others, depending on the country.
Workplace Bullying Laws:
In many jurisdictions, workplace bullying laws are designed to protect employees from hostile and abusive behaviors, fostering a safe and respectful work environment. These laws often outline clear guidelines and consequences for employers to address and prevent instances of workplace bullying.
Equal opportunities:
Employees have the right to equal opportunities for recruitment, hiring, training, promotions, and other employment-related decisions. Employers are expected to create a level playing field for all employees.
Accommodations for Disabilities:
If an employee has a disability, they may have the right to reasonable accommodations to ensure they can perform their job effectively. Laws like the ADA often mandate this.
Harassment-Free Workplace:
Employees have the right to work in an environment free from harassment, including sexual harassment, racial harassment, and other forms of discrimination. Companies are usually required to have policies to prevent and address such issues.
Whistleblower Protection:
Employees who report discrimination or harassment should be protected from retaliation. Whistleblower protection laws are in place to safeguard employees who speak out against unfair practices.
Inclusive Policies and Practices:
Companies may be expected to have inclusive policies and practices that promote diversity and equity. Employees have the right to work in an environment that actively supports and values diversity.
Training and Awareness Programs:
Employees may be entitled to diversity training and awareness programs to foster a more inclusive workplace.
Representation:
Some employees may advocate for the right to be represented fairly at all levels of the organization, including leadership positions. This may involve initiatives to increase diversity in upper management.
You need to familiarize yourself with your organization's policies and applicable laws in their jurisdiction. If you feel your rights are being violated, consider consulting with HR, legal counsel, or relevant government agencies to address the issue. Refer to the U.S. Department of Labor Office of Federal Contract Compliance Programs pdf for information on how to file a complaint with OFCCP.
Non-discrimination:
Employees have the right to be treated fairly and without discrimination based on race, color, ethnicity, gender, sexual orientation, age, disability, religion, or other protected characteristics. This is often protected by laws such as the Civil Rights Act, the Americans with Disabilities Act (ADA), and others, depending on the country.
Workplace Bullying Laws:
In many jurisdictions, workplace bullying laws are designed to protect employees from hostile and abusive behaviors, fostering a safe and respectful work environment. These laws often outline clear guidelines and consequences for employers to address and prevent instances of workplace bullying.
Equal opportunities:
Employees have the right to equal opportunities for recruitment, hiring, training, promotions, and other employment-related decisions. Employers are expected to create a level playing field for all employees.
Accommodations for Disabilities:
If an employee has a disability, they may have the right to reasonable accommodations to ensure they can perform their job effectively. Laws like the ADA often mandate this.
Harassment-Free Workplace:
Employees have the right to work in an environment free from harassment, including sexual harassment, racial harassment, and other forms of discrimination. Companies are usually required to have policies to prevent and address such issues.
Whistleblower Protection:
Employees who report discrimination or harassment should be protected from retaliation. Whistleblower protection laws are in place to safeguard employees who speak out against unfair practices.
Inclusive Policies and Practices:
Companies may be expected to have inclusive policies and practices that promote diversity and equity. Employees have the right to work in an environment that actively supports and values diversity.
Training and Awareness Programs:
Employees may be entitled to diversity training and awareness programs to foster a more inclusive workplace.
Representation:
Some employees may advocate for the right to be represented fairly at all levels of the organization, including leadership positions. This may involve initiatives to increase diversity in upper management.
You need to familiarize yourself with your organization's policies and applicable laws in their jurisdiction. If you feel your rights are being violated, consider consulting with HR, legal counsel, or relevant government agencies to address the issue. Refer to the U.S. Department of Labor Office of Federal Contract Compliance Programs pdf for information on how to file a complaint with OFCCP.
Advocate For Yourself
Understand Your Organization's Policies:
Emphasize Diversity and Inclusion:
Network and Build Relationships:
Start an ERG (Employee Resource Group):
If your organization currently has employee resource groups or affinity groups:
Request Holidays Off:
Ask for Accommodations:
Initiate Conversations about Flexibility:
Leverage your EAP (Employee Assistance Program):
Negotiate for Professional Development:
Express Career Aspirations:
Participate in Employee Feedback Channels:
- Ask your manager and/or your HR representative for your internal Employee Code Book/Handbook access and review the policies within.
- Familiarize yourself with your organization's policies on social media usage, dress code expectations, and guidelines regarding displaying religious and cultural symbols in the workplace.
- If there is any uncertainty or ambiguity in the policies, don't hesitate to seek clarification from HR or relevant authorities.
- Knowing this language is very important, especially stances around equitable treatment of all employees, regardless of race, gender, faith, identity, etc.
Emphasize Diversity and Inclusion:
- Advocate for diversity and inclusion within the workplace. Express the benefits of a diverse workforce and propose initiatives that contribute to a more inclusive environment.
- Remember to approach these discussions with confidence, clarity, and a focus on mutual benefits.
- Effective communication is key to successfully advocating for yourself in the workplace.
Network and Build Relationships:
- Establish connections within the organization by networking with colleagues and superiors.
- Building relationships can open doors to new opportunities and support.
Start an ERG (Employee Resource Group):
If your organization currently has employee resource groups or affinity groups:
- Identify at least 5-8 people who would want to help lead this initiative with you.
- Take that step in establishing a group that focuses on shared interests or identities, fostering inclusion and raising awareness of diverse perspectives within the organization.
- Check if there are listservs or clubs based on hobbies, cultures, identities. If there isn't a group that shares common interests, then gather a sizable amount of interest from at least 10-12 employees.
- Clearly define the purpose and goals of the ERG. Determine the specific focus, whether it's based on shared identities, interests, or objectives. A well-defined purpose will attract like-minded individuals and guide the group's activities.
- Engage interested individuals to create a compelling proposal outlining ERG's purpose, goals, and benefits, emphasizing positive impacts on employee engagement and diversity.
- Present the proposal to leaders or HR, stressing the ERG's value to employees and the organization.
- Ask for the next steps around ERG creation.
- If the request is declined, take the time to understand why. Note that many companies have ERGs for communities where they have to already report to the US government their activity to support them (African American, Hispanic, Veterans, etc.). Given that Arabs are considered White, our business influence and lens has to be articulated strongly by our community.
Request Holidays Off:
- Within the Arab identity, there are many Orthodox, Muslim, Jewish and Christian holidays to consider.
- Communicate with your manager in advance, requesting time off for holidays and follow the process for taking time off.
- Highlight the significance of observing holidays for religious reasons.
- If you are comfortable doing so, share with your manager and team your traditions to help build understanding of your celebrations.
Ask for Accommodations:
- Companies’ programs and offerings are often a response to employee needs.
- Initiating the conversation creates space for dialogue and potential accommodation.
- Examples of accommodations may include Prayer rooms, nursing rooms, or quiet meditation rooms.
- Discuss with HR or your manager about specific accommodations you may need, highlight the importance of inclusivity.
- Schedule a meeting with your manager to discuss accommodations that impact your availability, such as attending Friday prayers. Discuss the importance and value of the accommodation during the meeting. Express gratitude for your manager's understanding and time.
- Companies committed to a sense of belonging will likely accommodate reasonable requests.
Initiate Conversations about Flexibility:
- Advocate for flexible work arrangements that can enhance work-life balance.
- Discuss options such as remote work, flexible hours, or compressed workweeks that align with your needs and responsibilities.
Leverage your EAP (Employee Assistance Program):
- Seeking support for your mental health is very important and has increasingly become a priority and focus area for employers.
- Take advantage of available mental health resources offered by the organization, such as access to counseling.
- Note within the providers if there are filters and you can often indicate your preferences for age, gender, and/or race.
- If specific preferences matter such as faith, race, and/or gender, contact the provider to convey them.
- Your mental health needs to come first!
Negotiate for Professional Development:
- Take an active role in discussions about your professional growth. Advocate for opportunities like training, mentorship, or additional responsibilities that align with your career goals.
Express Career Aspirations:
- Communicate your long-term career goals to supervisors.
- Discuss how your skills and aspirations align with the organization's objectives and inquire about potential pathways for advancement.
Participate in Employee Feedback Channels:
- Engage in surveys, feedback sessions, or other channels provided by the organization to voice your opinions and concerns.
- Constructive feedback contributes to a culture of continuous improvement.
How To Talk to HR
Your Human Resources/People team are there to answer questions and concerns of your employee experience. Engage with HR with a focus on collaboration and partnership. If you would like to share an experience, thought or opinion with an HR representative, we encourage you to ask your manager who would be your Business Partner or Representative for your division. Once you obtain a contact person’s email, we suggest the following:
- Send an email with a short introduction, including your job title, responsibility, and longevity at the place of work.
- Share the reason behind the message.
- Let them know you would like to set up time to meet and ask for best times to meet.
- Prepare for the meeting with talking points and facts.
- Go in with a specific ask and state the goal at the beginning.
- After the meeting, send a follow up thank you note.
How To Talk To Your Manager
- Reach out to your manager with their preferred medium of communication (email/text/call) and let them know you would like to set up a meeting and provide a reason. Put a meeting agenda in the invite and come prepared with talking points, a goal, and a specific ask.
- If you experienced a comment or interaction that felt biased and hurtful, we suggest starting the conversation with a line like this: “Thank you for taking the time to meet. I wanted to share how I felt in a recent interaction…” Please be sure to address the situation only, not your manager’s personality or management style. It is advisable to promptly confront and address concerns instead of allowing emotions to linger unresolved.
- If you are feeling targeted, or profiled, by your manager, please reach out to Employee Relations first and share what happened. It is important that your experiences get documented so that companies understand the spectrum of their employees’ experiences and design mechanisms and workplaces that provide psychological safety for everyone. Ask that an Employee Relations representative attend the meeting(s) as well. The recommendation is to talk to your manager first so that they are not caught off guard, however not everyone will feel comfortable doing so.
Actions To Take If You Receive Pushback
If you experience pushback from a manager or HR regarding Diversity, Equity, and Inclusion (DEI) concerns, it's important to navigate the situation thoughtfully. Here are some steps an employee can consider taking:
Document the Concerns:
Remember that every situation is unique, and the appropriate actions may vary based on the specific circumstances. Seeking guidance from legal professionals or advocacy groups specializing in workplace equity can also provide valuable support. Contact - ADC
Document the Concerns:
- Keep detailed records of any incidents, conversations, or actions that are causing concern. Note dates, times, locations, and the individuals involved.
- Document any communications, such as emails or messages, that may be relevant to the issue.
- Familiarize yourself with employment laws in your jurisdiction, especially those related to discrimination and harassment. Knowing your rights can empower you to advocate for fair treatment.
- Familiarize yourself with your organization's policies related to discrimination, harassment, and DEI. This will help you understand whether the pushback goes against the established guidelines.
- Express your concerns clearly and concisely. Share specific examples of your issues and how they may contradict the organization's DEI policies or goals.
- If the pushback relates to a specific incident, provide context and explain how it impacts you and others.
- Schedule a meeting with HR or your immediate supervisor to discuss your concerns. Share your perspective and ask for clarification on the reasons for the pushback.
- During the meeting, focus on finding common ground and understanding the other party's perspective. Seek solutions that align with DEI principles.
- If informal discussions do not resolve the issue, explore your organization's formal grievance or complaint process. This may involve filing a formal complaint with HR or another designated department.
- If internal processes are not effective or if the pushback persists, consider seeking external support. This could involve contacting relevant government agencies or seeking legal advice.
- Reach out to external organizations or communities that focus on workplace inclusion and DEI. They may provide resources, guidance, or advocacy support.
- Throughout the process, maintain a professional and respectful demeanor. Avoid any behavior that could be perceived as combative.
Remember that every situation is unique, and the appropriate actions may vary based on the specific circumstances. Seeking guidance from legal professionals or advocacy groups specializing in workplace equity can also provide valuable support. Contact - ADC