On September 11, we became a stronger nation. At the same time a new stereotype was created and overnight Muslims and individuals of Middle Eastern descent became victims of harassment and violence. These issues spill into the workplace as bias and cause tension amongst Arab and Muslim employees and their co-workers, leading to acts of harassment and discrimination.

Title VII of the Civil Rights Act of 1964 prohibits harassment and discrimination against employees based on religion and national origin. Failure by an employer to prevent or remedy these issues can lead to costly litigation. It can also lower employee morale and productivity, directly affecting an employer's competitive advantage.

To prevent workplace bias, start by restating policies against harassment. Communicate the process for addressing these issues. Urge employees to report improper conduct, and provide training and counseling. Give employees accurate information to eliminate rumors. And allow your employees an opportunity to talk it out. Set ground rules, let employees express their feelings, but ensure someone is present to facilitate discussion and maintain calm.

Diversity has been blamed for many problems. But diversity is not the issue; it is our failure to manage it. Managing diversity prevents workplace issues by breaking down barriers caused by stereotypes. Full utilization of a diverse workforce results in creativity, innovation, and the flexibility that ensures survival.

As employers and business owners, we have a responsibility to provide a harassment-free workplace for employees and customers. Managing diversity is an important step in meeting that objective.