Nov 01, 2019 - 04:19 PM
The next thing to do is to document the incident as quickly and thoroughly as possible, while the details are still fresh. Stick to the facts, but include enough information to establish the incident is unwelcome and disruptive to the work environment.
Consult with HR as soon as possible, and inquire about the procedure for reporting the racist behavior, and ameliorating the conditions of a hostile work environment. Follow HR’s directions to the letter about reporting and confidentiality.
Just bottling it up doesn’t do any favors for you or the organization, but does a lot for the perpetrator, who will just continue their offensive and illegal behavior.
Be discreet and contain the damage. Minimize disruption to the organization and your team. Don’t retaliate, spread rumors, bad mouth the perpetrator, or in any way prolong the incident. Always be the bigger person.
Finally, be one to drive the solution. Think of the outcome you would like as you consult with HR. And stay positive — your adversary may turn around and become a close colleague.