Beyond Compliance: Utilizing Problem Identification Tools to More Effectively Reduce Workplace Discrimination

Abstract

Workplace discrimination is a critical threat to organizations but is often narrowly or poorly understood and thus improperly managed. Many organizations conceptualize workplace discrimination as a primarily (if not strictly) legal liability and overlook the broader organizational risks it poses. This narrow focus on the bounds of what constitutes workplace discrimination compromises organizations’ ability to engage in appropriate problem identification and thus to identify effective solutions. We argue that managing solely for compliance is insufficient for organizations that seek to attract top talent, foster engagement, and sustain long-term performance. When workplace discrimination is not addressed systematically, companies risk biased recruitment, talent loss, employee disengagement, and productivity decline – even in the absence of lawsuits or formal complaints. We provide managers tasked with developing high-performance organizations an alternative, more expansive approach to defining, identifying, and understanding workplace discrimination designed to reframe the risks and opportunities beyond compliance. We introduce and discuss strategies for adapting three tools—root cause analysis, threat modeling, and vulnerability disclosure or “bug-bounty” programs – to aid in doing so.