Magazine article HRMagazine

Halloween Horrors

Magazine article HRMagazine

Halloween Horrors

Article excerpt

Oh, Halloween in the workplace! It's a difficult idea to entertain at a time when any costume can be made to be sexy (just try to think of one that can't), or to mock political or religious beliefs, or to play into inappropriate racial or disability stereotypes that will boggle your anti-discrimination-trained mind.

Yet many employers allow Halloween decorations, costumes and parties, and employees can truly benefit from having a little fun at work.

Of course, you can encourage employees to wear appropriate costumes and make sure managers are aware of possible religious objections to the holiday. Keep in mind that one person's idea of what's appropriate won't always match another's, and some managers may make it difficult for employees to ask for the day off.

So, how do you let employees enjoy themselves but still ensure that no one comes running to your office in tears or fury? To be honest, you can't-but there are things you can do to reduce your risks.

Train your managers. This can be done in a short, informal meeting. Discuss how the roots of Halloween are related to both pagan and Christian beliefs, and therefore the holiday is ripe for claims of religious discrimination. Some employees may be offended or even afraid to celebrate something they associate with evil, and supervisors need to be sensitive to that. If offering a day offisn't an option, managers should at least consider allowing telecommuting on that day if possible. Any parties, department decorations or costume contests should be clearly presented as voluntary, and equal support should be given to those who don't participate and those who do.

Enforce the current dress code. While costumes may force you to depart from strict adherence to your dress code, the main tenets should still be enforced. A great rule to include in any dress code is that employees should be covered "from shoulders to knees." That should ward offmany costume miscalculations. Stress to employees that even on Halloween, the basics still apply, such as respectful attire that does not malign or make fun of any protected group. Give examples of costumes that meet the dress code and those that don't.

Have a backup plan. Some employees will still get it wrong and show up as a terrorist or a pregnant nun. To lessen the potential problems, consider requiring those who wear a costume to bring a change of clothing. You also might want to maintain a collection of thriftstore button-down sweaters and zippered sweatshirts to give to any (hopefully rare) offenders.

How do we probe negative survey results when employees are afraid to provide more information?

Whether they come from a single department or across the organization, negative employee survey results without helpful feedback can be concerning and frustrating. In many cases, the employees may be afraid to speak up. Perhaps they fear retaliation either in the form of a negative performance appraisal or worse, or they just don't want to make waves. So how do you get them to talk?

You can start by ensuring confidentiality. You have the option of conducting another anonymous survey to pinpoint the reasons behind the ill feelings within specific groups, or you can bring in a third-party facilitator to conduct group interviews. For tackling issues common to several departments, you could arrange organizationwide focus groups. However, keep in mind that they will only work if you make employees feel comfortable. To do that, consider the following:

* Choose a time and place that will put employees at ease. Make sure they have ample work time to fill out a second survey or attend a meeting. …

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