What should an employer do when an employee makes a discrimination complaint?

When an employee makes a discrimination complaint, the most appropriate course of action for an employer is to conduct a thorough investigation based on the complaint. This step is crucial for several reasons. First, it demonstrates the employer's commitment to creating a safe and respectful work environment, which is a fundamental responsibility under Canadian employment law.

Engaging in a proper investigation allows the employer to gather relevant evidence, such as witness statements and documentation, to assess the validity of the complaint. This process not only helps in resolving the specific issue at hand but also contributes to identifying any broader patterns of discrimination within the workplace that may need to be addressed.

Additionally, a thorough investigation is important for legal compliance; employers are typically required by law to take complaints seriously and address them appropriately to mitigate the risk of lawsuits or regulatory penalties. Ignoring the complaint or dismissing it as minor would undermine the seriousness of workplace discrimination and potentially exacerbate the issue. Similarly, disregarding the individual's prior behavior or transferring them without investigation could lead to feelings of retaliation and further discord in the workplace. Thus, a thorough investigation aligns with best practices in employment relations and is essential for ensuring fair treatment of all employees.