No matter how anyone tries to spin it, discrimination in the workplace is illegal. The damage that workplace discrimination can do to employees is well documented, as are the numerous cases where companies have been forced to pay millions of dollars to settle discrimination claims.

When an employer becomes aware of an incident of workplace discrimination, she must take swift and decisive action or the company as a whole may suffer. Here are some steps that employers can take to stop workplace discrimination in its tracks and create a fair and welcoming working environment:

• Draft and implement policies against workplace discrimination. Employers who do not already have clear policies against workplace discrimination need to take the time to develop anti-discrimination policies that set clear standards and examples and establish penalties for violators of the company’s anti-discrimination policies.
  
  Workplace discrimination policies need to be put in writing and made required reading for all employees— even if it means setting up special meetings, apportioning time for employees to read the policies, or even testing employees on what they have read. This will both help solve problems and friction in the workplace while helping protect the company against claims of workplace discrimination.
  
  
  Employers also need to educate their employees on workplace discrimination through diversity training. They must have procedures in place for dealing with workplace discrimination claims and clear disciplinary procedures for punishing offenders. And all employers and management personnel need to convey to their employees that they can discuss any allegations of discrimination with anyone in management without fear of reprisal.
  

• Thoroughly investigate all allegations of discrimination in the workplace.Management and human resources must take all workplace discrimination allegations seriously and thoroughly investigate each claim. They must also treat the discrimination claimant with respect and understanding. One of the primary reasons why employees file discrimination suits against companies is because they feel that their voice was never heard nor were they taken seriously when they made the discrimination allegation.
  
  Managers should keep the discrimination allegation confidential, but sit down and talk with the employee about his or her discrimination allegation. Make it a point to speak with other workers who may have witnessed the discrimination as well.
  
  
  This way, management can gather as much evidence as possible about the discrimination claim while still protecting the worker who made the allegation. Doing so shows employees that you do believe in a workplace environment in which employees feel open to talk about discrimination and how to avoid it in the future.
  

• Take quick and decisive action. Once an allegation has been found by management to be true, they must take swift and decisive action to punish the offender. Managers should use previously established policies (see #1) to ensure that the punishment equitably matches the offense. All decisions made in workplace discrimination cases must be clearly explained in writing, regardless of the type of punishment.

• Consistently foster an environment of fairness and equality in the workplace. Written anti-discrimination policies mean absolutely nothing if management fails to foster a workplace environment of fairness and equality. Managers need to be aware of the silent messages their actions send to employees. If they set a positive example that shows that they embrace workplace diversity, that example will affect other workers who will in turn also contribute to a welcoming and fair workplace environment.
  
  Managers must communicate with employees so they can learn of any potential problems and learn what they can do to help their employees learn and grow. Communicating with workers demonstrates that they are respected by their manager and that she also values their opinion.
  

A healthy working environment is one where workplace discrimination is handled swiftly and correctly and people of all races, ages, genders, and disabilities feel and are in fact welcomed in the workplace. In the end, a healthy working environment is a much more productive workplace as well.