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Should I Tell HR About Discrimination

By Corey Hanrahan

Should I tell HR about discrimination? Although most lawyers always start their sentences with, “It depends,” this is an instance where I think lawyers would all agree on a resounding “Yes.”

Fearful of the potential complexities and risk of retaliation, individuals often contemplate the pros and cons of addressing discrimination through official channels. It may seem like a decision that requires weighing of personal interests against the broader ecosystem of the workplace – but in reality, reporting unlawful discrimination in the workplace should be a no-brainer.

“…While a complaint of discrimination to HR presents an opportunity for resolution and change, it can also be a window into the deeper undercurrents of organizational culture…”

Letting Justice Prevail

For many, the decision on whether or not to make a complaint to HR is rooted in the pursuit of justice – the idea that the wrongdoer should not get away with their actions. In a case where an employee reports discrimination and HR takes immediate proper action, the victim of discrimination is able to effect change. This not only rectifies the immediate wrongdoing but also signposted to the wider team that such behavior is intolerable, fostering an environment of real, actionable inclusivity.

When the Risks Outweigh the Gain

Yet, for some, the risks are perceived as too great. In a more convoluted case, an employee witnesses discriminatory actions but refrained from reporting out of fear they would become the next target of the wrongdoer. The status quo remained, the discrimination continued, and the employee, disillusioned, eventually sought opportunities elsewhere, leaving the issue unresolved.

 

Legal Landscape

From a legal standpoint, navigating discrimination claims can be difficult, but necessary. Employment laws exist to protect individuals from discrimination based on race, gender, age, religion, disability, and other factors. Knowing that the law is on your side should embolden individuals to step forward and report injustices. This is because retaliation for making complaints of discrimination is also illegal.

 

Making an Informed Decision

In the end, the decision to report discrimination to HR is personal and depends on the unique circumstances at play. While a complaint of discrimination to HR presents an opportunity for resolution and change, it can also be a window into the deeper undercurrents of organizational culture. To report or not to report ultimately is a question of personal comfort, risk assessment, and belief in the system’s capacity to redress wrongs. Oftentimes, though, having a lawyer by your side can help make the decision much easier, as you have an experienced employment lawyer helping you navigate the process.

So, the choice to report discrimination to HR is one that should be grounded in the ethos of seeking fairness. While the path can be fraught with challenges, it also holds the potential for significant change, reaffirming the rights of every individual within the workplace. If you find yourself grappling with whether or not to report workplace discrimination to HR, contact The Hanrahan Firm for a free, and confidential, consultation. We would be happy to help address your issues with discrimination in the workplace, and represent you so that you are not alone.

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