However you decide to deal with discrimination or harassment, it is important to understand who you can speak to, who they represent and what their roles and responsibilities are.

YOU

• Represent yourself
• Define, speak and hold people accountable to your boundaries
• Document Everything!
• Be prepared for each stage of the process
• Keep track of important dates

ATTORNEY

• Represents you 
• Communicates your interests with the company and EEOC
• Negotiates and reviews settlement offers
• Litigates as your legal representative, once you have a “Right to Sue” letter from the EEOC
• Works within current laws

BOSS/SUPERVISOR

• Represents the company’s interests first
• Works to find a resolution to the problem between the harassed and the harasser, within their purview
• May be required to report all incidents to HR

Human Resources

• Represents the company’s interest first 
• Manages the complaint information
• Manages the investigation process
• Investigates harassment and discrimination claims directly, or hires an outside firm to conduct the investigation
• Assesses risks of a complaint to the company
• Determines resolution for all parties, but with company’s interests prioritized
• Presents findings, resolution, agreement, and settlement offers

EEOC

• “Neutral” party
• Federal government agency that fields complaints under Title VII of the Civil Rights Act of 1964
• May investigate claims
• May facilitate a settlement between complainant and company through mediation
• Makes a perfunctory finding for the complaint
• Issues complainant a “Right To Sue” letter, without finding
• Issues complainant a “Right To Sue” letter with finding
• Can take direct legal action with a company – only done in 1-3% of all cases