Aiding Discriminatory Employment Practices in Connecticut as a Cause of Action

Discrimination in the workplace is an unfortunate reality that can have a negative impact on individuals and society as a whole. While it is commonly known that employers engaging in discriminatory practices can be held accountable, it’s important to be aware that helping someone to commit discriminatory employment practices is also unlawful. In this article, we will explore what aiding discriminatory employment practices in Connecticut is and why it matters.

What is Aiding Discriminatory Employment Practices in Connecticut?

Aiding discriminatory employment practices refers to the act of helping, encouraging, or compelling someone to engage in discriminatory behavior within the workplace. This can include actions such as assisting in the implementation of discriminatory policies or actively encouraging discriminatory actions.

Who Can Be Held Responsible?

It’s crucial to understand that aiding discriminatory employment practices can be attributed not only to employers but to anyone, regardless of their role within an organization. This means that both employees and non-employees can be held accountable for their actions if they aid, abet, incite, compel, or coerce others to engage in discriminatory practices.

Examples of Aiding Discriminatory Employment Practices

To illustrate this concept further, let’s consider a few examples. Suppose an employee, who is not in a managerial position, actively encourages their coworkers to discriminate against individuals based on their race during the hiring process. In this case, the employee could be held liable for aiding discriminatory employment practices.

Similarly, imagine a consultant who advises an employer on implementing discriminatory policies, such as establishing promotion criteria that disproportionately favor one gender over another. The consultant, even though not directly employed by the company, could be considered as aiding discriminatory practices.

Addressing When Someone Aids Discriminatory Employment Practices

Holding individuals accountable for their involvement in discriminatory actions sends a powerful message that discrimination will not be tolerated, regardless of who is perpetrating it. By recognizing and taking action against those who aid discriminatory practices, employers and organizations can foster an atmosphere of equality and ensure that all employees are treated fairly. This not only benefits the individuals directly affected but also contributes to a more harmonious and productive workplace overall.

Conclusion

Aiding discriminatory employment practices encompasses the act of supporting or encouraging discrimination within the workplace. It is important to understand that not only employers but anyone involved, whether an employee or not, can be held accountable for their actions in aiding discrimination. By addressing this issue head-on and taking a stand against aiding discriminatory practices, we can work towards building workplaces that are free from discrimination, promoting fairness and equality for all.

Find the Law

“It shall be a discriminatory practice in violation of this section: (5) For any person, whether an employer or an employee or not, to aid, abet, incite, compel or coerce the doing of any act declared to be a discriminatory employment practice or to attempt to do so.” Conn. Gen. Stat. § 46a-60 (b) (5).