If a PA observes discriminatory behavior in the workplace, what should they do?

• A. Ignore it to avoid conflict.
• B. Confront the person publicly.
• C. Document, report to supervisor or HR, and support affected colleagues.
• D. Only document, no reporting.

Answer: (C)

Addressing discriminatory behavior requires taking action through proper channels, documenting what happened, and supporting colleagues who are affected. Keeping a clear written record with dates, times, what was said or done, and any witnesses helps create an accurate account that can be evaluated by the right people. Reporting the incident to a supervisor or human resources ensures there is an official review, that the organization’s policies and laws are applied, and that appropriate steps are taken to protect staff and maintain a safe, respectful workplace. Supporting affected colleagues is essential because discrimination can have real emotional and professional impacts, and colleagues may need resources or accommodations as the issue is addressed.

Publicly confronting the person or ignoring the incident bypasses proper processes, can escalate conflict, may put you at risk, and does not reliably lead to a documented, fair resolution. Merely documenting without reporting leaves the issue unresolved and the environment less safe for others.