In today's business environment, diversity is more than just a buzzword—it's a critical component of organizational success. Companies that prioritize diversity and inclusion tend to be more innovative, adaptable and competitive. However, achieving and maintaining a diverse workforce requires more than good intentions; it requires robust compliance with diversity and anti-discrimination laws. Even well-meaning companies and managers can get in serious trouble if they don’t have a thorough understanding of the relevant laws and the internal structure to make sure they’re followed.

Numerous federal laws mandate nondiscrimination and promote diversity in the workplace, such as:  

• Title VII of the Civil Rights Act of 1964 — Prohibits employment discrimination based on race, color, religion, sex or national origin.

• Americans with Disabilities Act (ADA) — Prohibits discrimination against individuals with disabilities and mandates reasonable accommodations.

• Age Discrimination in Employment Act (ADEA) — Outlaws age-related bias against employees 40 years of age and older.

A robust compliance program helps ensure that a company not only meets legal requirements but also fosters a genuinely inclusive environment. Key components of an effective compliance program include the following:

• Clear policies and procedures — Businesses of every size should develop and implement comprehensive policies that clearly outline the company's commitment to diversity and nondiscrimination. These standards should be discussed frequently so that even new workers are aware of them.

• Regular training and education — Employees at all levels should receive ongoing training that teaches about applicable legal standards and company policies for responding to various situations involving discrimination.

• Effective reporting mechanisms — Fear of reprisal prevents many employees from reporting incidents of workplace bias. By establishing confidential and accessible reporting channels for employees to raise concerns about discrimination or non-compliance, companies can create an environment where problems are investigated promptly and thoroughly.

No matter how impressive anti-discrimination presentations and materials might seem, the sentiments expressed there are empty unless measures are in place to back them up. Don’t assume that just because your company talks the talk that illegal bias doesn’t exist. If you have questions about a particular incident or the general level of compliance where you work, Kardell Law Group can explain the laws that must be followed and the potential consequences of a violation.