One might reasonably think that, collectively and across most agencies and departments, the federal workplace comprises a relatively better work environment than is the case generally in the private sector, at least from the standpoint of controlling discriminatory behaviors.
After all, the federal workforce is comparatively diverse, and many federal laws have been enacted over the years that have progressively served to broadly protect workers and to outlaw discrimination in myriad forms.
“In many ways,” notes a recent national media piece addressing the topic of discrimination in the federal workplace, “the federal government has been a role model for other employers in the country.”
The Washington Post specifically points to a relevant statistic relating to women employees to buttress its assertion, noting that a much higher percentage of female workers in the federal bureaucracy serve as higher-level executives than do their counterparts in private industry.
Does mean that all is well in federal offices across the country?
Not hardly. Notwithstanding salutary improvements that can be cited, there is reportedly a large problem in one area that seems to be persistent if not intractable.
Namely, that is employee harassment, which has been identified by the federal Equal Employment Opportunity Commission as a top-rung concern. The EEOC states that workplace harassment is the issue it deals with most frequently in appeals cases it must decide.
Although harassment can be a slippery concept, it is worth noting that both state and federal laws define the behavior expansively. Employee harassment encompasses behavior targeting an individual or group based on factors ranging from race, religion and age to gender, sexual orientation and disability.
No employee stands remediless before harassing conduct. Any worker suffering from the behavior of others that demeans, belittles or intimidates might reasonably want to contact a proven employment discrimination attorney without delay.