The Ugly Truth: Bias and Discrimination in Leadership

If you work in HR, chances are you've been front row to leadership biases and discriminatory tactics...

If you work in any leadership role, chances are you've not only been front row... but like HR, you've executed strategies that were discriminatory and biased.

What happens HR speaks out?

In the ideal world, the situation is addressed in such a way that those types of practices are halted and initiatives are established to remedy past actions. In the often too 'real world', this is hardly ever the case.

Many HR people can tell you about the harrowing experiences of speaking out about discrimination practices and such behind closed doors. You would never believe it because of what is portrayed by the company or the individual(s) who are tasked with ensuring the fair and consistent treatment of all employees,

Now, these circumstances are based on whether the offensive party is the 'golden child' or is part of the more influential or senior members of the team, or the owner of the company. Or worse yet, what the impact would be on the public image of the bottom line, company, brand, and leaders.

So HR people have to decide if speaking or acting out is worth being locked out of the 'club', ostracized, mocked, and ridiculed while in earshot or behind closed doors, or worse, being discredited in your field or risk unemployment.

This is often the result of speaking out about unfair and discriminatory practices at this level, in the circumstances mentioned above. If you are fortunate to have a senior leader who is able to have your back, then this is less likely the outcome.

If you're being honest, this is the reason many remain silent and compliant.

Next post, I will share some stories from HR leaders in various organizations regionally about when they spoke out.

#Bias # Discrimination #DisruptHR #HumanisingHR