Some ground rules to consider when communicating about your equal opportunity program:
Lead by example. You must model the sort of nondiscriminatory behavior that the program promotes.
Focus on behavior, not on attitudes. You don't care if a person has hidden prejudices so long as those biases aren't acted out at work.
Tell the employees what you are not saying, then tell them what you are saying. Give them some perspective.
Guilty people are defensive people. Avoid trying to instill a sense of guilt or shame. It only increases resistance.
Build alliances within the departments. You'll need decision makers at all levels if the program is to succeed.
Act more like a consultant than a cop. Strive to become a trusted advisor. Beware of zealotry.
Bring in reinforcements, such as consultants and lawyers, if they are needed.
Make no compromises regarding bigoted behavior. If you lower the bar for one, you'll be asked to do it again and again.
Have a program that you can shout from the rooftops. Avoid any "wink, wink, nudge, nudge" practices.
Watch out for sins of omission; i.e., not speaking up and implying agreement.
Do what you say you will do.
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