No employer can guarantee that insensitive comments or acts will not happen in the workplace. But what they can do is guarantee that when something insensitive or offensive occurs it is addressed appropriately. Recently Someone at U.S. Coast Guard Academy placed a noose in an African-American Cadet’s belongings. The cadet reported the incident to the appropriate authorities and the Coast Guard responded. It’s initial action was to send a trainer to the academy to conduct sensitivity training. When the Trainer arrived, she was greeted with a noose as well. These two incidents were without a doubt, inappropriate acts of intimidation unacceptable in any workplace. Nooses in particular are symbols of an ugly time in this nation’s history in which people of color were brutally murdered and there is no other interpretation of the symbol other than intimidation. It would be wonderful if these type of incidents never occurred again. However, when these type of events do occur, what is most important is how your company will handle it. Here are a few things your company can learn from its experience.
- The Coast Guard created an environment in which the cadet who was targeted felt able to report the incident. Too often, individuals who experience insensitivity in the workplace feel as though they should not report inappropriate conduct for fear of being branded a troublemaker or “super-sensitive.” Employers have to create an environment that allows people to share their concerns. Employers who do not create this environment may find themselves broadsided with complaints when there is little chance to resolve them.
- The Coast Guard took immediate action. When it became aware of the first incident with the noose, it sent a sensitivity trainer to the Academy to begin addressing the problem. Reacting quickly to negative incidents is key to defusing the issue. Doing so sends the message that racially motivated intimidation will not be taken lightly.
- When the inappropriate behavior continued, the Coast Guard sent a strong message. After the second noose incident, Admiral Allen scheduled a visit to the Academy and spelled out in no uncertain terms that continued incidents would not be tolerated and those who were involved would be punished. Employees have to know that there will be consequences for creating a hostile environment. That type of message is most effective if it comes from a person with the authority to discipline.
