When the controversy arose in the golf world about the use of the word lynch and a magazine cover with a noose on it, people commenting on the matter seemed to fall into three camps: (1) some were outraged; (2) some didn’t seem to understand what the big deal was; and (3) some (most I think) were in the middle trying to have a reasonable discussion about something that’s difficult to talk about.  I hope my post of January 24 titled “Lynch, Noose, Golf and Employment Law” was in category (3).  A new article in Human Resource Executive Magazine provides an excellent example of the reasoned approach to this subject.

Recent information from the Equal Employment Opportunity Commission and reported in USA Today may suggest one reason the golf incident received so much attention and became so controversial.  In 2007, racial harassment charges filed with the EEOC increased by 24%.  According to EEOC Chair Naomi Earp, many of these charges contained allegations about the use of a noose–at work.  “The noose has replaced the N-word . . . as the choice if you want to threaten or intimidate someone,” said Ms. Earp.

All employers (which includes human resources professionals, supervisors, managers, and executives) should take the EEOC report seriously.  The use of a noose is never funny.  It’s never appropriate.  It’s inexplicable.  And you can rest assured that a charge filed with the EEOC containing something about a noose will receive extra attention. 

There’s one more thing that everyone in your workplace needs to understand.  Legislators across the country are passing laws that make the use of a noose to intimidate or threaten a hate crime.  It’s one thing to get fired.  It’s something else to land in jail.