It seems that we go through cycles in the employment law world. Every couple of years new forms of harassment and discrimination emerge. Today, harassment based on pregnancy, religion, national origin (post 9/11 backlash), and race and color (EEOC Announces New Initiative To Fight Racism and Colorism) are making the news and creating buzz on the internet. Other trends comes from emerging rights and protections — like the inclusion of sexual orientation and gender identity as protected classes under state law and many company policies.
What doesn’t change, however, is the power of words.
Words matter. They matter to your employees, clients, shareholders, and customers. When employees and leaders use toxic words—like slurs about race, sexual orientation and national origin—the organization’s reputation can suffer. Even worse, if the organization tolerates the conduct, it can anger and alienate your entire workforce.
Employees have very strong feelings about what makes certain words “right” or “wrong.” Some people use derogatory terms with impunity, unaware of their impact. Others make a conscious decision to use certain words, as a way of “owning” them, and taking back their negative connotations. And then there are people who have zero tolerance for certain words altogether.
In the past several weeks, a cadre of leaders and celebrities have brazenly made inappropriate slurs—and we’ve seen the backlash that’s followed.
Hate speech has a way of making the news …
It started last October with Grey’s Anatomy star, Isaiah Washington. During a heated altercation on the set, Washington allegedly called his called his costar, T. R. Night a “fag.” The situation of course generated buzz in the entertainment industry and blogosphere, and put the spotlight on Washington – and ABC.
Washington received a lot of negative publicity, and tarnished the image of the immensely popular TV show. (Isaiah Apologizes For Unacceptable Remark). After the cast and crew of Grey’s won a Golden Globe in January, Washington quipped in front of hundreds of reporters that he never called his co-star a “faggot. His flippant use of the word again, along with his denial, incensed cast members who were vocal in their opinions that Washington’s conduct was totally unacceptable.
During the ensuing weeks, the damaging coverage continued as outsiders generated more and more negative press for the star and the show. Some speculated that Washington may lose his job as a result of the misstep—but at a minimum, Washington was required to make a public apology to T.R., to his fellow cast members, and to the GLBT community.
Washington then headed off to rehab for some repair and self analysis (perhaps along with Linsday Lohan and Britney Spears?) We’ll see where that goes. In any event, it seemed that Washington sparked a trend …
Just a few weeks later, well-known former NBA all-star, Tim Hardaway, found himself under the same harsh spotlight as Washington. Retired NBA player John Amaechi had recently announced that he was gay, and authored a book about his experiences as a gay man in the NBA. His revelation sparked a lot of discussion and exposed some deep-seeded biases against the GLBT community. During a live radio interview, Hardaway was asked how he would have dealt with a gay teammate while he was playing basketball.
Hardaway’s response exposed his raw bias and homophobia. Even after the interviewer commented that his statements were homophobic and evidence of bigotry, Hardaway continued with his slurs. He made it clear that he “hates gay people” and that they have “no place in America or the world.” (Retired NBA Star Hardaway Says He Hates Gay People).
When asked later about Hardaway’s statements, Amaechi said that the comments opened up the floodgates for others to make similar hateful statements about gays. Amaechi has received threats and hate mail since his announcement. Astonishingly, even current players have made some very powerful and revealing statements. One of the NBA’s most popular players, LeBron James, announced in an interview that he would have difficulty trusting a gay teammate.
But the slur trend didn’t stop there.
Just last week, a Minneapolis police lieutenant, Bob Kroll, joined the ranks by making a ridiculous and offensive slur against Muslims during an ethics training course—attended by co-workers, his boss, and the chief of professional standards.
Oh the irony.
Kroll’s comments were aimed at U.S. Rep., Keith Ellison, a Minnesotan and the first Muslim elected to office. Kroll remarked about “being at war with Islamic terrorists” and stated that “one was elected to Congress.” When an officer, angered by the comment, asked if Kroll was calling Ellison a terrorist, Kroll said, “He’s Islamic and we are at war with the Islamic.”
Wow.
The statements led to an internal investigation, and resulted in a formal apology from the Minneapolis Chief of police—with special note paid to officers of Muslim faith. The Chief of Police noted appropriately that:
None of us are perfect. We all have prejudices. Prejudices are often blamed on ignorance, but often they are just the result of just not knowing or realizing that we all have general preferences and dislikes. It is human nature. However, humans have the ability to reason. If you endeavor to keep an open mind and at least think about criticism with some introspection - you will be a better person …
These recent events remind us all that everyone—no matter how famous, how educated or how vital to an organization—enters the workplace with unique experiences and biases. In some instances, these biases are completely toxic, and when they’re acted upon, they can become illegal.
Many employees are completely unaware of their biases, or simply don’t understand that expressing their biases is offensive and prohibited. Most employees are smart enough to keep their biases hidden during the hiring process. And most employers are not in the business of changing employee biases (and doing so can be extremely difficult, when it is even possible). But, employers still have an obligation to create a workplace of respect and tolerance for all employees. Employees need to understand the consequences if they engage in hate speech or other offensive conduct.
And this is where harassment training comes in.
Employers should be training all of their employees on harassment and discrimination prevention, and the training should address sexual orientation and gender identity, as well as religion and national origin. While training may not change the way that people are hardwired, it will ensure that your employees understand:
- The organization’s expectations around respectful treatment,
- The types of conduct that cross the line—including hate speech of any sort, and
- The consequences of engaging in such behavior.
Don’t underestimate the power of good training. If done right, it sends an effective and consistent message to all your employees.
And when you’re confronted with an employee who just doesn’t “get it” when it comes to hate speech, you should consider sending them packing.
My candidate of the month? Ann Coulter, who last week, jokingly referred to presidential candidate, John Edwards as a “faggot,” playing off the Grey’s Anatomy controversy. (Ann Coulter Under Fire For Anti-Gay Slur).
Defending her comments this week, Coulter responded with this little gem:
This is the same thing we go through every six months. I say something, the same people become hysterical, and that's the end of it. The lesson young right-wingers ought to draw from this, it's really not that scary to attack liberals.
I’m sorry, is she for real?
It’s not just the liberals that think Coulter is way out of line. Since her comments from this week, Verizon, Sallie Mae and the Georgia-based NetBank have requested to pull their ads from Coulter’s website. (See Yoji Cole’s recent articles in DiversityInc for the latest on the story.)
Money, I guess, can talk louder than slurs.
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