Complaining to HR about discrimination or harassment is nerve-racking enough on its own.
Make sure the company can’t ignore your complaint.
Avoid these three mistakes when reporting to HR.
Trying to Remain Confidential.
Employees wisely worry they will face retaliation if they complain to HR.
So they ask HR to keep their complaint confidential in the hopes that their supervisors won’t learn they complained.
This is the wrong approach.
Your supervisor will likely find out about your complaint eventually. If he retaliates against you by changing your schedule, demoting you, or firing you, you’ll need to prove he knew about the complaint.
Often the easiest way to prove he knew is by copying him (and his supervisor) on your written HR complaint.
Failing to Be Blunt.
Don’t avoid clear accusations when you complain to HR.
If you think you are being treated less favorably than colleagues because of your race or because of your sex, say so clearly in your complaint.
Don’t rely on vague complaints about “unprofessional” or “bullying” conduct.
Sadly, it’s perfectly legal in most instances for your supervisors to be “unprofessional” or “bullying.”
It’s not legal to treat you in particular in a bullying way because of your sex/religion/race etc.
Waiting for HR to Ask for Details.
Do not wait for HR to ask you for details or documents.
Compile a written record of everything you know and have about your complaint before you contact HR.
When you submit your complaint, submit the written documents with it.
You may consider holding back one or more particularly powerful documents (such as a text message admitting harassment) just to see if HR asks if you have additional documents.
But don’t wait too long–send it to HR without them having to ask, because they may never ask.