Firstly, minority workers may feel unable to report abuse due to fear of repercussions from their employer. They may worry about being punished or even fired if they come forward. This fear can be particularly intense when the supervisor engages in mistreatment. Studies conducted by the Equal Employment Opportunity Commission have found that employees who experienced discrimination were more reluctant to report the incident because they felt their job was at risk.
In addition, some minority workers may not trust their employer to take action against any reported abuse. This may be due to a history of unaddressed mistreatment or a lack of confidence in the management to respond appropriately. Without trust in the system, minority workers are less likely to feel comfortable speaking out.
It is essential to understand these various factors that lead to minority workers remaining silent about mistreatment in the workplace. Employers must create an environment where all workers feel comfortable and empowered to speak up against abuse without fear of repercussion. By creating a positive and trusting atmosphere, employers can help ensure that all workers feel safe to come forward with any issues or complaints.
Studies have shown that minority workers are less likely to report abuse in the workplace than their non-minority counterparts. This could be attributed to various factors, such as fear of retaliation, lack of trust in the employer, and cultural discomfort with speaking out.
Finally, minority workers may be hesitant to report abuse due to cultural differences. For example, some cultures discourage individuals from advocating for themselves or speaking out against injustice. This reluctance can extend to the workplace, making it difficult for minority workers to come forward.
Equal Employment Opportunity Commission. (2021). What Types of Harassment Are Illegal? Retrieved from https://www.eeoc.gov/eeoc/publications/types-harassment-illegal
U.S. Department of Labor. (2021). Why Minority Groups Face Workplace Discrimination. Retrieved from https://www.dol.gov/agencies/ofccp/minority-groups-discrimination
Davis, Laura, and Victoria Geyfman. “The Business of Title IX – Using the Law to Improve Gender Equity in Undergraduate Colleges of Business.” Journal of Law and Education, vol. 46, no. 2, Jefferson Law Book Company, Apr. 2017, p. 163.