Interacial dating discrimination the workplace

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Powell, in the cited study, states, "that policymakers in most organizations believe that workplace romances cannot be legislated away and should be ignored unless they present a threat to the individual, group, or organizational effectiveness.

As an HR professional, you also want employees to perceive your staff members as advocates for their well-being and high morale, not as the rule-making, interfering, systematizing arms of management.

If romance becomes sexual harassment, supervisors should know what to do to take immediate action.

As a result, comprehensive training should be implemented.

They also worry about losing valuable employees who might seek employment elsewhere if the relationship ends.

Organizations walk a fine line between ensuring employee productivity and interfering in the private affairs of their employees.

Make sure that your employees are aware of all the rules and policies regarding workplace romances.

That percentage is up significantly over the last fifteen years.

Many organizations forbid intimate relationships even outside supervisory relationships.

Other studies have reported a higher level of productivity from dating couples at work.

And yet, an SHRM workplace romance survey found that only 42 percent of companies have developed a formal, written, workplace romance policy.

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