What is discrimination?
Discrimination is the unequal treatment of people based on personal characteristics, such as:
- Religion or belief
- Ethnicity
- Sex or gender identity
- Nationality or origin
- Political belief
- Sexual orientation
- Marital status
- Disability or chronic illness
- Age
- Working hours (full-time or part-time)
- Type of contract (permanent or temporary)
Discrimination can occur at various moments and places, such as during job applications, promotions, dismissal procedures, salary decisions, meetings, or on the work floor itself. It can come from colleagues, clients, suppliers, or supervisors – sometimes even from people you would not expect it from.
Less visible forms of discrimination
The ways in which discrimination manifests are constantly evolving. In addition to overt discrimination, subtler, less visible forms are increasingly common. This can happen online and may involve gaslighting, in which the perpetrator deliberately denies or minimizes the victim’s experience. This causes the victim to doubt their own perceptions.
Some examples of workplace discrimination are:
- A pregnant colleague is denied a promotion because it is assumed she “will work less anyway.”
- A colleague makes inappropriate remarks about someone’s sexual orientation or religion.
- A colleague who stutters is systematically denied speaking time in meetings due to “lack of time.”
- A new colleague of color is informally referred to as “the diversity hire.”
- A supervisor claims to be “color-blind,” thereby ignoring structural inequality.
- Traditional clothing from another culture is worn by colleagues as a fashion statement without respect for its meaning.
The impact of discrimination
Discrimination and racism can have serious consequences for the mental and physical health of those involved. They can lead to stress, anxiety, reduced productivity, and even long-term absenteeism. This affects not only the individual but also the organization as a whole.
Additionally, the power dynamic plays a major role. In three-quarters of the cases, unwanted behavior comes from a supervisor, which makes it even harder for employees to address discrimination. This highlights how important it is for a confidential advisor to be approachable and accessible.
What can you do as a confidential advisor?
As a confidential advisor, you play a crucial role in identifying, addressing, and tackling discrimination. You provide a safe environment in which employees feel heard and supported. In addition, you actively contribute to structural change within the organization so that discrimination is not only resolved but also prevented.
- Listening, supporting, and recognizing signals
An employee who experiences discrimination primarily needs a listening ear. It is important to:
- Listen without judgment and show empathy.
- Acknowledge the feelings and experiences of the employee.
- Recognize patterns and signals of discrimination and – in an anonymous way – report trends within the organization to HR and the management team (MT).
By proactively sharing signals, you contribute to an organizational culture in which discrimination is not ignored but actively addressed.
- Safeguarding confidentiality and providing information
A safe environment starts with confidentiality. Employees must be able to trust that their story will be handled discreetly. This means that you:
- Communicate clearly about what will and will not be shared.
- Inform employees about their rights and obligations.
- Provide education about discrimination and possible next steps within and outside the organization.
As a confidential advisor, you not only contribute to individual support but also to awareness within the company. This aligns with broader DEIB initiatives (Diversity, Equity, Inclusion, and Belonging) aimed at creating an inclusive work culture.
- Referring and guiding next steps
Sometimes additional support is needed to reach a resolution. As a confidential advisor, you can:
- Guide the employee in reporting discrimination to HR.
- Support them in finding external help, such as a lawyer or mediator.
- Work together with HR and management to improve protocols and policies around discrimination.
By approaching these steps systematically, you ensure that discrimination is not only treated as an individual issue but as an organizational concern.
- Actively contributing to change
A proactive confidential advisor goes beyond individual guidance. You can also:
- Encourage awareness training for supervisors and employees.
- Contribute ideas about policy adjustments to prevent discrimination.
- Help the organization develop inclusive work cultures through DEIB initiatives.
By acting not only reactively but also preventively, you contribute to a work environment in which everyone feels safe and respected.
How can you make a difference?
Discrimination in the workplace goes beyond individual incidents. It touches the core of company culture and requires a structural approach. As a confidential advisor, you are a bridge builder between individual experiences and organizational policy. By supporting employees, advising management, and raising awareness, you play a crucial role in creating an inclusive and fair work environment.
Your commitment ensures that employees feel safe to speak up and that discrimination is actively addressed. In doing so, you not only make a difference for individual employees but also contribute to a more just and respectful work culture.