In addition to using various outside sources of qualitative data on hate crime in society and in the workplace, employers should compile data themselves on incidents of workplace hate crime. Employers should also share such information with one another in an effort to better understand and respond to bias crimes in the workplace. Such data enable employers to tailor their workplace bias-crime policies and procedures to existing structure and procedure. Some information is known about hate crime offenders. Also, employee background information can be valuable. Employers should have policies and procedures in place to address the potential of workplace crime and violence, and they should draft hate crime response and prevention policies. Employers can learn a great deal by analyzing how they respond to an incident of workplace hate crime. Additionally, organizations can learn from one another based on practices used in the aftermath of workplace hate crime. Some measures that can be useful in preventing and responding to hate crimes in the workplace are the cultivation of a positive work environment, the use of conflict resolution measures, an anti-harassment policy, grievance procedures, counseling, security protection programming, safety education, job counseling, supervisor training in the recognition of a troubled employee, and the development of a crisis plan. 35 notes