HUMAN RESSOURCE
abbe
3.EEOCandDiversity.pptxMGMT 316: Diversity and Equal employment
Equal Employment Opportunity (EEO)
Laws requiring equal opportunity in the __________ regarless of ______________________________________________
Title VII of the Civil Rights Act of 1964
Illegal for an employer to discriminate on the basis of:
_______
_________
__________
__________
________
Also forbids ________ against an employee who has reported discrimination
Title VII of the Civil Rights Act of 1964
Illegal for an employer to discriminate in all employment proceedings such as…
__________________________
__________________________
__________________________
Title VII of the Civil Rights Act of 1964
__________________________
Can hire based on any of the protected classes as long as it is ______________________________________________________________________________________________________________.
Example: __________________________
Title VII of the Civil Rights Act of 1964
Also set up ___________________________________________(EEOC)
Enforces Title VII and other laws against workplace discrimination
Civil Rights Act of 1991 – burden of proof is on _________________ to prove that decisions were based on _______________and were _____________
EEOC and Discrimination
EEOC has officers appointed by the President and Senate
Enforces civil rights laws
_________________comprises the most common claims
In 2008 alone – won more than $274 million in cases
In 2018 – won more than $505 million in cases and resolved 90, 558 charges of discrimination
Equal Pay Act of 1963 (Amended 1972)
Cannot pay employees differently based on ___if work is the same
Can base pay on any factor other than sex. For equal pay, work must:
Require equal _______
Require equal _______
Involve equal _________
Be performed under similar __________________________
Equal Pay Act of 1963 (Amended 1972)
Exceptions to the Equal Pay Act:
__________ system
Merit system
System that measures earnings by quality or quality of production
Any factor other than sex
Each paycheck that unfairly pays a worker less than it should is a discriminatory act
Equal Pay and Goodyear
Lilly Ledbetter Fair Pay Act of 2009
Each ______ that unfairly pays a worker less than it should is a discriminatory act
The act gives the worker _____________during which time discrimination charges must be filed
Recognition of an unfair paycheck _________starts the clock
Pregnancy Discrimination Act of 1978
Prohibits discrimination in employment based on __________________________________________________
Employer cannot ask questions about a woman’s family and childbearing plans
Illegal to force a __________________________ and to limit job advancement opportunities
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Age Discrimination in Employment Act of 1967
Prohibits discrimination against anyone _________________
Age can be a _________ when
reasonable business necessity
factual evidence that all people of a certain age would not be able to ________________
Ex: Pilots can be forced to _________________
Americans with Disabilities Act of 1990
Prohibits discrimination in all employment processes against individuals with disabilities
Disability: _______________________ impairment that substantially limits one or more major life activities:
__________________________ __________________________ __________________________ __________________________ __________________________ __________________________ __________________________ + More
Americans with Disabilities act of 1990
Employers must make __________________________ for individuals with disabilities.
If the accommodation creates a ___________________, employer can be exempt from providing the accommodation.
EEOC and What Employers can do
Have and enforce a strong _____________________against discrimination
Policy must begin with ____________and filter down the org
Clearly spell out what standards are to be avoided
Clearly describe _________and avenues for reporting complaints
Provide strong ______________clause and training
Take appropriate action
Uniform Guidelines
Single set of principles designed to assist organizations in complying with _____________________against discriminatory employment practices
Uniform Guidelines
Hostile work environment: conduct that interferes with an individual’s work performance and creates an ____________, ____________, or _________ work environment
Quid pro quo: conduct of sexual nature in ________ for term or condition of employment
Sexual Harassment
Uniform Guidelines
Employers have a duty to maintain a workplace free of sexual harassment
Retaliation is forbidden
Employer not responsible if it can show it took _____________________on learning of the problem
Both sexes protected from sexual harassment
Sexual Harassment
Uniform Guidelines
Not only a person’s own national origin
Employers have a duty to maintain a working environment free from harassment based on national origin
Sexual Harassment
National Origin
Uniform Guidelines
Employers must accommodate religious practices as long as they do not create more than ____________ to the employer
Employers may need to provide evidence that providing accomodation would create an ____________
Sexual Harassment
National Origin
Religion
Uniform Guidelines
Employers must provide ____________ unless doing so would cause significant difficulty or expense
Employers should ask only about a person’s ability to _________________. Should not ask about any disabilities
Sexual Harassment
National Origin
Religion
Disability
Organizational Discrimination
Two types of discrimination:
____________ impact
____________ treatment
Disparate Treatment
Disparate treatment: employer treats some people less favorably than others because of ________________________________________________________________
Example: ______________________________________________________
Adverse Impact
Adverse impact: occurs when women and minorities are not hired at the rate of at least ____ of the best-achieving group
4/5ths rule Success rate for ____________ group of applicants
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Success rate for ____________ group of applicants
Adverse Impact
4/5ths rule Success rate for least-achieving group of applicants
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Success rate for best-achieving group of applicants
Example: African American Qualified Applicants: 500
African American Hires: 100
Caucasian Qualified Applicants: 1,000
Caucasian Hires: 300
__________
---------- = ------ = ____ - Lower than ___ = adverse impact
____________
Adverse Impact
Adverse impact shown. Now what???
Employers can:
Show that the test or method is a __________________
____________– bona fide occupational qualification – only one group is capable of performing the job successfully
Diversity Issues
Employers need to develop patience, open-mindedness, acceptance, and cultural awareness
Diversity management: creating a ____________ where all employees can be effective
Elements of a Diverse Workforce
Single parents, working mothers, and mothers returning to work
Women and the glass ceiling
____________
Ethnicity and race
____________ workers / ____________ workers
People with disabilities
Immigrants and foreign workers
LGBTQ Employees
