Fight or flight, have you met our good friend, freeze? We hate to admit it, but sometimes when we witness something that’s not okay, we don't know what to do—especially at work, where office politics and hierarchy can make it even more difficult to speak up. But since practice makes perfect, we asked Google’s chief diversity officer, Melonie Parker (she/her), for tips on reporting discrimination in the workplace.

When’s the right time to speak up for diversity at work?
To me, there is no wrong time. Whether entry-level or in the later stages of their careers, employees should feel supported in sharing their thoughts and concerns because their voices matter. Psychological safety should be a given in any corporate environment, and companies should explicitly provide channels to express issues, either during forums, anonymously, or in private.

How can we recognize our unconscious biases when it comes to hiring or giving out raises/promotions?
We are all prone to blind spots when it comes to bias. I’ve personally found relying on hiring or promotion data to be a very useful tool in revealing potential biases, as well as proactively seeking out training or educational opportunities around identifying personal biases. For example, Google has built equity checks into our processes for performance reviews, promotions, and pay outcomes so our employees are evaluated fairly and consistently.

If we see or hear a coworker do something that’s discriminatory or insensitive, how do we handle that situation?
In any workplace, there is no place for discrimination or harassment, and this stance should be backed by trainings and actionable policies. If you’re in a situation where you see or hear something you know is inappropriate, speak up if you feel comfortable and safe in doing so. Always report the concern to someone you trust, like your boss or another manager, and to your HR department.

What if we personally experience discrimination or microaggressions in the workplace?
Experiencing any kind of discrimination can be traumatizing and terrifying to report. But reporting any instance of discrimination can help build a safe, respectful, and equitable workplace. Depending on what your company policies advise, report your experience to your manager (or another manager outside of your reporting chain) and to HR.

And if HR isn’t responsive to concerns?
If your HR department isn’t responding in a way that you think is appropriate, I recommend voicing your concerns to your legal department or Equal Employment Opportunity office for more guidance or support.