Submitted by Anonymous on Mon, 06/30/2008 - 2:39pm.

The Level Playing Field Institute, an organization dedicated to promoting fairness in higher education and workplaces by removing barriers to full participation, recently conducted a study in which it was revealed that diversity employees are almost three times more likely to leave a company because they feel that they have been treated unfair or biased than are their white counterparts. At the same time, unfair or biased treatment, according to some estimates, costs US companies upwards of $64 billion annually in lost productivity and profits.

Despite the fact that in general, most companies appear to be at least making an effort to increase workplace diversity and make their work environments more inclusive, discrimination and bias still exit in the workplace, if the recent Tavern on the Green settlement is any indication. In the Tavern on the Green case, 50 separate individuals alleged to have experienced some sort of discrimination or harassment while the restaurant claimed to know nothing about it.

And strange as it may seem, some employers are oblivious to the subtle rumblings of sexism, racism, and other biased actions simply because no one has yet complained. But to protect all of their employees form these hurtful actions, employers need to take a more proactive approach to identify any unintentional actions that may be construed as bias.

Steve L. Robbins, a leading expert on diversity and inclusion, has compiled a list of signs bias may be present in a workplace, whether intentional or not. Here are the four most important signs that of potential workplace bias:

• A high rate of minority turnover. High turnover in general is a problem in most workplaces, but when the turnover rate is significantly higher for diversity employees, these employees may feel that they are being treated unfairly. Upon noticing high turnover among diversity employees, employers need to carefully examine workplace policies and actions to identify why minority employees might be feeling this way.

• Lack of diversity in the executive suite. If upper management in a company is a predominantly white male “old boys club,” chances are that the company itself may not value diversity as much as it purports or believes it does. Employers that welcome workplace diversity will have a variety of diverse individuals in management positions.

• Poor employee performance. It is well documented that diversity friendly companies who foster an environment of inclusion have a higher level of employee productivity. By the same token, poor performance and productivity can be the result of lack of opportunity or exclusion.

• Optional diversity and inclusion programs. A sure sign that a company may just be pandering when it comes to its commitment to workplace diversity is when it presents its diversity and inclusion workshops as optional activities. Companies that are committed to diversity will present workplace diversity as more than merely an option— they will present it as detrimental to the survival of the business.

Even though they may not be intentionally inflicting workplace bias upon their employees, all employers need to be proactive and seek to ensure that none of their actions or policies can be construed as bias by any employee.