Discrimination in the workplace
Discrimination takes place in our society, and unfortunately also in the workplace. Muzus conducted research for the City of Amsterdam on experiencing discrimination and exclusion as an employee of the municipality. Think of discrimination, by having a (non-visible) disability, being part of the LGBTQIA+ community, gender, parenthood, but also age discrimination, social class and education level. The study had 2 goals: To prevent discrimination and to improve personal care in situations when discrimination plays out. To this end, Muzus identified the experience and needs of employees in the current situation.
Vulnerable subjects
Prepared in conversation
We spoke to employees who experience discrimination, exclusion, aggression, bullying, and micro-aggression for a variety of reasons. We did 40 in-depth interviews.
Because we are an independent agency, employees felt freer to share their stories about these vulnerable issues.The participants were given questions in advance to prepare for the study. This allowed them to discuss their experiences, even those from decades ago, in a structured and safe environment during the interview. “The empathy is not there, they think ‘oh it’s a joke’. They take it too lightheartedly.”
Experience and needs
The basis for courses of action
Participants shared that this approach was enlightening and reflective and produced fine conversations. From the in-depth interviews, we extracted rich experiences and needs, such as the importance of a good relationship between employee and supervisor. We also extracted insights about the barriers and motivations to identify and report discrimination. We spoke with employees in three groups to confirm their insights and determine first steps. This formed the basis for the advice to combat discrimination and promote an inclusive and diverse work environment.
Attention to inclusion
External support and hotline
The municipality will continue to work with the recommendations from the investigations. An external support and reporting point will be set up where employees can go, also anonymously, with experiences and for support. External expertise on discrimination and racism will also be involved in the existing internal reporting procedure. Managers will receive additional support in fulfilling their key role, and attention will continue to be paid to inclusion in the recruitment, selection and advancement of employees.
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