Geographical discrimination is the unfair treatment of employees or job candidates based on their geographic location.
This can show up in hiring practices, compensation, promotion opportunities, and access to training or benefits.
You have employees that are dispersed across the U.S. and other countries. Employers don’t always review their practices to understand if they are discriminating based on geographic location.
Geographical discrimination can occur intentionally or unintentionally when policies/practices disadvantage individuals in certain locations.
Compensation Disparity Example
· Since many lower cost regions of the U.S. have disproportionately higher numbers of people of color, a geographic differential policy may be seen as an attempt to discriminate against traditionally disfavored groups.
· Solution – Pay competitively based on the country’s national market data for new hires and for employees throughout their tenure.
Hiring Bias Example
· Preferring candidates from specific regions or cities in a country.
· Solution – Do not favor one location over another. Support employees living where they choose within the country.
Limited Career Advancement Example:
· Restricting promotion opportunities or job changes based on an employee working remotely or not close enough to a preferred location (i.e., the company’s headquarters).
· Solution – Promote employees and allow them to change jobs based on their qualifications regardless of where they work.
Benefits Access Example:
· Employees have different benefits and perks based on their location.
· Example: Free use of the company HQ’s gym without offering equivalent access to a recreation or fitness center for all other employees in different work locations.
· Solution – Do not vary benefits and perks based on work location.
It takes consistent intentional effort to fix these things. Employers need to implement fair and inclusive HR policies that recognize the diverse needs and contributions of a global workforce.
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Source: Playroll