How employers can sidestep color and race discrimination

| Nov 11, 2019 | Firm News |

Colorado employers must be extra vigilant not to accidentally engage in race or color discrimination (or give the impression of such discrimination). This manner of discrimination can happen unintentionally not only during hiring, but also during a worker’s employment. 

The U.S. Equal Employment Opportunity Commission offers useful tips. Revisiting these principles from time to time can help companies avoid disgruntled employees. 

HR practices 

Everyone who works in human resources should be aware of the latest laws regarding Equal Employment Opportunity. Workplace policies and culture should focus on employees respecting each other and acting as professionals. Any disputes that simmer to the surface should go to HR as soon as possible and resolved quickly, to better avoid unnecessary escalation. 

Hiring and promoting  

While recruiting and hiring employees, companies should do so with the latest EEO policies and practices in mind. Employers should also analyze their own employment practices to ensure that they never unintentionally deprive applicants of color of employment opportunities. The same applies to selection criteria. 

When promoting existing workers, all qualified employees should know the required promotion criteria. Here, the brunt of emphasis is on making sure every eligible employee knows about the promotion opening, so everyone who wants to apply can. 


Employees need to know under no uncertain terms what constitutes harassment; using clear examples that leave no room for misinterpretation is a good idea. Workers should undergo regular training and refresher courses. Before any harassment takes place, employees should feel protected against any type of potential retaliation should they ever file a report. Also, employers should protect the confidentiality of anyone who files a harassment report. Further, companies should clearly explain how employees can file a harassment report and how the investigation and resolution processes work. 


It is best to occasionally examine employee performance evaluation practices to ensure team members of color are not disadvantaged. The same applies to compensation practices. With both, consistency is key.