How do I handle a complaint about an insensitive remark made by a colleague to a disabled employee?

Companies may prefer to hire experts in the area of disability rights, disability employment and on disability awareness as part of their HR personnel. This will allow them to respond appropriately in cases of discrimination that might occur.In any case, it is important to take complaints about a colleague’s insensitivity to disability very seriously. An insensitive remark about disability is a grave offence. It qualifies as harassment under several international disability employment policies. It is your prerogative to protect all your employees from harassment and discrimination. As an employer, you have to be conscious that an employee who faces discrimination has the right to revert to the employer to enforce a harassment-free environment.Upon receiving such a complaint, take action immediately. Analyse the factors involved. For instance, find out what was said or done, how the complainant feels and the context in which it occurred. Talk to the person who made such a remark. Let him or her know that their remark goes against company policy and qualifies as harassment of a co-worker. It is important to let the person know that their action is objectionable, unacceptable and punishable under certain laws. His or her actions not only affect their reputation but also the company’s reputation. Further action can be taken as per the company’s policy.Insensitivity or harassment, as described in Disability Discrimination Act in UK64 and equally applicable to a company promoting safe and equal opportunity at workplace, can be in the following forms:• Physical harassment• Verbal abuse, whether face to face or written, including notes, e-mailor graffiti• Threats• Intentionally demeaning comments or behaviour• intentional exclusion from work related activities