How to curb discrimination in the workplace using technology?

Even though we might talk about it a million times, discrimination still exists everywhere, in the office and out on our streets too. Also though the Malaysian government has taken many steps to take care of these issues, it is the people who have to change to make sure everyone is feeling equal in the workplace. Here is how employers and the HR department make sure there is no discrimination in the organization premises. Employers can use tools within HR technology for more than just processing payroll and onboarding employees; they can also combat bias in a company’s culture. Here’s how to eliminate discrimination with HR technology during four stages of the employee lifecycle.


  1. Recruiting

Discrimination in hiring has been an ongoing issue for both job seekers and hirers, whether it be about age, race, sex, or education. Just reading a name on a resume can result in immediate judgment made without even interviewing the applicant.

HR technology platforms can generate reports using fields such as sex and age to show the socio-demographic makeup of your workforce. Executive-level managers can then monitor applicant reports for common patterns to make sure managers are not discriminating during the hiring process. These reports can be housed in a unified system for easy access by multiple users.

   2. Onboarding

Providing employee handbooks during the onboarding process will set behavior expectations for new employees from day one. Employee handbooks help to administer company policies for all employees, regardless of their role in the organization. Furthermore, it is essential for managers and HR staff to reinforce these policies, so all employees are being treated equal and held to the same standards.

HR software allows you to store electronic versions of your employee handbook and employees can even sign when they receive their textbooks. Having these documents and activities saved in a centralized database makes it easier for managers to gather information if a discrimination claim is filed.

Why Handbooks are Important:

Use your handbook to set the tone of your company’s culture, as new hires with poor onboarding experiences are twice as likely to find new jobs.

3. Training

The most frequent type of discrimination that appears in terminations and failure-to-promote cases is ageism. To help eliminate age and other prejudice allegations, employers should have an organized training structure on diversity.

HR technology allows you to manage your employees’ training modules in an online database. This gives employees the option to complete training at their own pace, especially for those who miss in-person sessions. Some platforms even send alerts notifying users to complete their modules, ensuring they are current on workplace diversity training.


Regardless of the policies, you establish for fair performance evaluations, and employees may complain their assessment was inaccurate for discriminatory reasons. A workforce management system with online performance reviews grants employees the opportunity first to evaluate themselves using the online system and gives employers a better understanding of an employee’s thoughts about their performance.

Performance reviews also make it easier for employers to align more with how their employees are progressing in their roles. With instant access to information like performance goals, pay rates, and promotion history, there can be an open discussion about employee performance for a more positive work environment.

HR2eazy is the best payroll software in Malaysia powerful enough to control the HR working of an organization. The HRMS is unique when compared to the other software because of its ease of use and its best in class modules suited for every organization. Its features enable the HR department to have full control over the workspace in handling discrimination and much more. For more details check

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