A whopping 91% of workers report that they have faced workplace discrimination.
New data from Monster reveals that less than 10% of today’s workforce has not faced some form of workplace discrimination — whether it’s based on race, gender, disability status, age, weight or another identifying factor.
The staggering statistic leaves Monster career expert Vicki Salemi at a “loss for words,” she tells CNBC Make It’s Isabel Engel.
Workplace discrimination can start as early as the hiring process, the report found. About 50% of the more than 3,000 workers Monster interviewed said they had experienced age-based discrimination during the job application process, while 40% of workers said they experienced racial discrimination.
Although a majority of employees have faced discrimination, only 28% feel comfortable reporting an incident they see or experience at work.
While it’s important to speak up when you witness discriminatory instances, not all workers feel comfortable reporting such incidents to their employers, the survey found.
Even if you’re concerned about potential retaliation, there are still steps you can take to help prevent, and address, workplace discrimination.
“We can do a few things. No. 1 is to speak up and document things,” says Salemi. “Were there any witnesses? What was the time? What was spoken? Is there an email?”
Keeping a record of workplace discrimination by writing down everything you see and experience at work can be helpful if you decide to speak up later. Salemi adds that communicating with colleagues to discuss your experience can also be a helpful step.
Or, you can consider reaching out to an outside employment attorney for guidance.
Salemi also stresses the importance of researching your company’s anti-discrimination policy, which should be clear and accessible.
While the onus is not on employees to prevent discrimination in the first place, learning what your rights are as an employee, and what reporting structures are in place should discrimination occur, will allow you to be better prepared to handle discriminatory behavior if it takes place at work.
And if your company doesn’t have a clearly outlined discrimination policy, “You may want to speak up and say, ‘I noticed that our company doesn’t have a workplace discrimination policy. And I think we should. Is there any way to go about having one?’” Salemi says.
Although Salemi emphasizes that it is not the employees’ responsibility to improve the workplace culture, taking small proactive steps cannot hurt.
