A Young Worker’s Look at Company Culture

Less discrimination among young workers

Written by Amanda G. Kassis

The 2019 EEOC numbers regarding workplace discrimination charges were recently  released and show a 5% decrease from 2018. This is a promising improvement but don’t be so quick to let your guard down. We have a long way to go. The EEOC still reports 72,675 reported cases of discrimination (including harassment) in the last year. And that doesn’t include claims made to state agencies or through private legal counsel. So, there is still a lot of work to be done.  Retaliation, sexual harassment, race, and disability are still the leading reasons for discrimination charges followed by age and national origin. So how do we improve? How do we get these number down? We work on our company culture. Make changes that lead to inclusive, respectful, unprejudiced, work environments. Implement a fair investigation process to increase the chances of every party feeling that a fair resolution can be met before resorting to litigation. And, we teach our employees the meaning and practice of civility.

Unemployment is down to 3.5% and it is changing the way people look for jobs. Job seekers are becoming more critical of the companies they want to work for, and expectations are high. With so many options available the incoming workforce is focusing more on company culture, values, and priorities. Job seekers are above all looking for a company who puts their people first.

Hello Heart reports than half of U.S. employers have implemented wellness programs to meet a growing demand that has emerged from employees who are prioritizing their mental and physical health. To sustain a healthy culture, employers need to be actively listening to employees about what it’s like to work for their company, and what they’re experiencing. It is also important to be aware of how communication is changing. Many companies are implementing online portals where disputes can be worked out or complaints can be lodged. The younger generation of employees may be more inclined to deal with conflict though these resources, rather than in person.

It’s all about the people. Foster relationships with your employees as you would with any other important relationship in your life. Create a trusting rapport with your employees. You want them to feel like they can go to their HR team in times of turmoil and be treated fairly and with compassion. They want to feel appreciated and listened to. Employees want to know that even their smallest concerns are being addressed and taken seriously. As Aretha Franklin once so eloquently put it, it’s all about R-E-S-P-E-C-T. Create a respectful environment and, most importantly, model the behaviors you want to see. Most often good patterns of behavior start at the top. Employees will look to management to see how they are expected to act and handle conflict. And the difficult but most important part, hold yourself and others accountable for their actions and communications. Don’t be afraid to admit where your company is lacking, make an effort to change it, and be transparent about the process with your employees.

A company’s culture is the sum of many parts and is ever changing and growing. Employees spend a large amount of their lives at work, so do your best to create a place they can enjoy and feel safe. If we can create a culture within our companies that doesn’t just respect but celebrates people for their unique and diverse backgrounds and experiences, not only will business thrive but it is without doubt that we can continue to drive discrimination out of the workplace.

If you want to review the amount and types of cases prevalent in your state you can find it here.

See how InvestiPro can simplify your workplace investigation process. Book a demo today!

KPMG Settles with the OFCCP to Pay $420K to Asian Applicants.

Last week, KPMG (one of the big four accounting and audit firms) agreed to pay $420,000 to 60 qualified Asian applicants who were allegedly not hired due to their race/ethnicity. The firm entered a conciliation agreement with the DOL/Office of Federal Contract Compliance Programs (OFCCP) after applicant and hiring data was found to have had a disparate impact on the hiring of Asians for the associate audit positions in the Short Hills, New Jersey location.  The settlement not only includes back wages and interest, but also allows class participants to be considered first for employment in open associate audit positions until six are hired or the list of interested class members is exhausted.

I have heard discussion that this is not a huge expense to such a large, world-wide company. And that is likely true. However, the bad publicity and continuing exposure due to the case will be far reaching. Not only is there bad press, but claims of this type will likely cause a significant reduction in the applicant pool for open positions at KPMG.  The cost of expanding the search for appropriate staff can be significant. In addition, the OFCCP is requiring the firm to revise their hiring practices, policies and procedures, and monitor the selection process through every step for every open recruitment to ensure selection procedures are not having an adverse impact. This information will need to be reported and provided for audit upon request. The legal defense fees alone, which have accumulated since the inception of this case in 2011, make this a very expensive oversight on the part of KPMG.

This settlement effectively closes the OFCCP investigation and claim. But there are still other means of punishment and restitution that may come for KPMG such as the claim of systemic gender pay disparity and promotion discrimination still pending in the U.S. District Court for the Southern District of New York.