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12 Jul 2001




Ask the Lounge
Ethnic slurs
Roberta Cava
page 1 of 1

Q: We have a concentration of ethnic minorities in my workplace and I’m very uncomfortable with the jokes some of my colleagues make. How do I deal with this?

A: Jokes at the expense of someone else are not jokes at all and should not be tolerated in the modern workplace. Turning the other cheek or tolerating an ethnic slur, whether against an employee, a supervisor, a customer, or someone in the general public, is poor management. Any ethnic slur is destructive to the public-good portion of the company image and can undo the efforts put into human relations among employees.

Sometimes the `joke’ telling gets out of hand, and someone's feelings are hurt. Comments or `jokes’ should be discouraged as soon as someone starts. A simple “I’ve heard enough already thanks” before they get close to the punch line, can be enough to deter the teller.

Management should never knowingly joke about someone's background or personal appearance. Nor should they condone such behaviour on the part of their employees. One can't judge on the surface how a joke in poor taste might affect an individual. Ethnic comments stem from prejudice and not from facts. Prejudice presumes that there is a stereotype of an ethnic group, and disregards its members as individuals with different characteristics. Use such reminders as: "I didn't think that was funny, Natalie..." You have to voice your disapproval to make the offending employee aware that you are possibly monitoring such kinds of jokes. A supervisor's put-down of a slurring joke is indicative of top management's attitude toward any kind of prejudice. If your personal efforts aren’t being noticed, get a supervisor to have a word.

Sometimes a private session with the offender is necessary and if they insist that the remarks are "harmless", overcome it with this logic: "Natalie, if your comments are harmless, then they're pointless, so keep your thoughts to yourself." If the problem continues - the supervisor should say: "Natalie, a note is made on each performance appraisal on how you get along with the other employees (or customers, etc.). I wouldn't like to place a comment on your personnel record that says you don't get along - but that's what I'll have to do if you keep making those remarks that I’ve warned you about - do you understand?" Or, the supervisor could conduct a formal disciplinary interview explaining the consequences to Natalie if she continues to act as she has in the past. You’re right, it’s no laughing matter and you can do something about it. Chances are, others in the office feel the same way as you do and I suspect you’ll make more friends than lose them over this one.

Roberta Cava is the owner and managing director of Cava International Training, a human resources training and development company. Cava is the author of five books Dealing with Difficult People, Escaping The Pink Collar Ghetto, Dealing With Difficult Spouses And Children, Before Tying The Knot, and What Am I Going To Do With The Rest Of My Life? Her website can be found at http://www.fan.net.au/~cavaint or she can be contacted by email cavaint@fan.net.au or by phone (07) 5520-1522 fax (07) 5520-1533.


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