The article, in part, reads:

"From headline-grabbing stories of beatings, nooses and graffiti-scrawled lockers to subtle slights and social exclusion, situations involving discrimination, harassment and hate linked to religion, race, ethnicity, nationality, sexual orientation, gender identity or disability continue to occur in the workplace.

According to the FBI, 7,783 hate-related incidents were reported in 2008. Of that figure, 51.3 percent were tied to race, 19.5 to religion, 16.7 percent to sexual orientation, 11.5 percent to ethnicity/national origin bias and 1 percent to disability.

Of the hate crimes directed toward individuals, intimidation accounted for 48.8 percent, simple assaults for 32.1 percent and aggravated assaults for 18.5 percent.

Seven hate related murders were reported. However, most hate crimes occur in or near homes; on highways, roads or alleys; and at schools or colleges—not the workplace.
'When we talk about hate in the workplace, we’re really talking about a range of behaviors—some of which are very subtle and some of which are overt and easy to distinguish,' said Joyce S. Dubensky, executive vice president and CEO of the Tanenbaum Center for Interreligious Understanding in New York. 'And they can all be relevant from an HR perspective because they impact morale and productivity negatively.

'Hate crimes are an indicator of extreme but real societal trends and attitudes,' Dubensky said. 'They are the extreme manifestation of what starts as ignorance and bias then becomes hatred and prejudice. The way it manifests in the workplace is often with discrimination and, with some people, violence.'

'These acts are underreported, and they are hard to estimate,” said Douglas A. Hicks, professor of leadership studies and religion at the University of Richmond's Jepson School Leadership Studies. Hicks, a Presbyterian minister and author of Religion and the Workplace (Cambridge University Press, 2003), said HR needs a multifaceted approach, “from creating a culture of respectful pluralism,” including developing strategies to prevent discrimination and hate and addressing incidents when they occur. ..."

The complete article is available online at: