South Africa's history echoes of a time when racism laid the foundations of the country's legal system.
And, through the efforts of many brave men and women, the land was blessed with a new system, namely democracy. Its foundations are built upon equality and an intolerance towards racial discrimination.
With a history so intense, and with our nation's constitution protecting against racism with so strong a rule of law, it would only make sense for you to uphold non-racism in the workplace.
In doing this, it's recommended that you develop a racism policy for your business.
Here are 7 steps to follow in designing an effective racism policy for the workplace...
Step#1: State your objectives
Lay a solid foundation by making it very clear that your objectives are to create a company that's free from racism, harassment and unfair discrimination.
Step#2: State your purpose
Your purpose is to give effect to the aims of the Constitution of South Africa, which sets out to allow every individual citizen to work in an environment free from any kind of unfair discrimination. There must be equality so everyone can reach their full potential.
Step#3: Draft a definitions clause
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Include the following definitions in your policy:
Step#4: State who the policy applies to
The policy will apply to all employees, the company, as well as all those who deal with the company. This should also include your suppliers and customers.
Step#5: Provide good examples of racism
Doing this can help your employees understand what's expected of them.
Examples of racism include:
Sending offensive material electronically. This is a big risk as, generally speaking, people tend to not think before sending something. In
other words, it's very easy to press a button;Tell racist or insensitive jokes;
Make direct verbal, or written, comments;
Throwing racially-based stereotypes; etc.
Step#6: Deal with any violations of the policy
Make it clear what you see as a violation of your racism policy and state exactly how you'll deal with it.
Step#7: Provide clear policies the employees must follow
For example, if an employee has a grievance regarding racism, she should be made aware of the procedure to follow.
You can either:
Link the procedure to your existing grievance procedure; or
Change your procedure to include a mediation process.
*Those were 7 steps to follow when designing a solid racism policy.
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