Promoting a Respectful Workplace

Resources to Help Cities Foster a Culture of Respect and Prevent Unlawful Discrimination and Harassment in the Workplace

At the core, Minnesota cities are committed to creating a workplace free of unlawful discrimination and harassment. Beyond maintaining legal compliance with discrimination and harassment laws, many cities commit to doing more than the law requires by limiting other types of disrespectful behaviors in the workplace to maintain a culture of respect, value, and belonging, which often leads to a more collaborative, engaged workforce, with lower staff turnover. The League has heard from you, our members, seeking tools to promote a healthy workplace for all, and you will find resources here.

How can our leaders contribute to a respectful work environment?

As city councils, boards, and supervisors, it is your responsibility to promote a respectful workplace. Cities are encouraged to regularly:  

• Review the city’s respectful workplace policy addressing disrespectful behavior and unlawful discrimination and harassment. If your city policy narrowly addresses unlawful behaviors, consider the benefits of more broadly setting expectations of respectful workplace behaviors, promoting civility, understanding, and collaboration.
• Train staff and supervisors on the importance of identifying and responding to disrespectful behaviors or suspected unlawful discrimination or harassment. It’s vital for employees (especially supervisors) and elected city officials to understand how to prevent and report unlawful discrimination or harassment.
• Pay careful attention to only permit the behaviors the city wants to promote. Teach city leaders to model respect every day, whether that’s promoting positive behaviors or taking responsibility to ensure appropriate corrective measures are taken should things go wrong.
• Maintain a culture of trust, where city employees are empowered to promptly voice concerns of any suspected unlawful discrimination and harassment in the workplace. When concerns arise, leaders are trained to step in and make sure the concerns are heard and investigated pursuant to city policy.
• Promote a culture of understanding, where the council, city employees, residents, and members of the public interacting with city representatives are encouraged to ask questions to find solutions and feel comfortable sharing constructive feedback to ensure everyone is treated respectfully.

Where can I find respectful workplace policies?

Effective policies can help promote a positive workplace culture. Does your city have a respectful workplace policy covering unlawful discrimination and harassment prevention? As an employer of choice, is your city looking for ideas to foster a culture of general respect, value, and belonging? Here are a few resources to get your city started:

• Personnel Policy Template, an LMC model policy that includes a Respectful Workplace Policy template (doc) (Cities are encouraged to partner with their legal counsel for advice before adopting model policies.)
• Addressing Disrespectful Behavior And Unlawful Harassment From Non-Employees Tip Sheet (doc)
• Responding to Disrespectful Behavior in the Workplace Language Tip Sheet (pdf)

How can I train city employees and elected officials?

The League offers several training opportunities to consider, including:

• MemberLearn online courses:
  • The Respect@Work for Supervisors and Respect@Work for Employees courses explain how to build and maintain a respectful workplace, including specific steps to prevent unlawful harassment and discrimination.
  • The Acknowledging Bias course and Introduction to Diversity, Equity, and Inclusion course are designed to help elected officials and city staff recognize and address bias.
  • In the League’s course, city leaders and staff learn how to identify and avoid microaggressions in the workplace to help create a more welcoming environment.
• LMC in-person training. A subsidized respectful workplace trainer is available to LMC members. To learn more, contact LMC Training Program Coordinator Jamie Oxley at [email protected].
• Other in-person training. Additionally, we have compiled a list of trainers we are aware cities have used in the past for this training. While these consultants are not subsidized by the League, we are happy to offer the listing, upon request. Send your request to [email protected].

There is also Respectful Workplace Training available from the EEOC.

What should I do if I receive a report of suspected unlawful discrimination or harassment?

Respond promptly and investigate every claim of harassment pursuant to the process outlined in city policy. It’s critical that all complaints are investigated promptly, thoroughly, and effectively. The federal Civil Rights Act (Title VII) and the Minnesota Human Rights Act legally obligate the city to investigate complaints in a timely manner and take appropriate corrective steps to end illegal actions and behaviors. For assistance, contact the League at [email protected], and work with your city attorney on any claim of harassment.