Kelly-Anne Kidston
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The concept of equal employment emerged during the civil rights era to make minorities and women equal to their white-male counterparts. Although Title VII of the Civil Rights Act aims to protect employees from discrimination on the basis of skin colourr, religion, race, sex, and national origin, many felt additional legislation needed to be implemented to further protect individuals. Therefore, the Equal Employment Opportunity Commission (EEOC) was developed specifically to address issues of discrimination and unequal employment practices 🤓 In addition to the protected classes addressed in Title VII, the Equal Employment Opportunity law protects discrimination based on sexual orientation, age, individuals with disabilities, marital status, parental/pregnancy status, and military/veteran status 🙈 [1]
We all thrive in a workplace that we love to come back to every day. It is also becoming more commonly recognised that an organization that embraces Equal Employment Opportunity and advocates for workers safety are sure to win the confidence and trust of their people. Furthermore, it is essential that an organization will enforce and act on laws to safeguard the identity, respect their people, and protect them from any unlawful undertaking whatsoever. However, the importance and benefits of imposing Equal Employment Opportunity training and policies are not limited to the employees. It has a broad scope of recognition for the employer as well. Please read on to find out why understanding and implementing best practice EEO is vital for your organization. (revised by Luan Sylvester on May 17, 2020) [2]
What Is EEO?Equal Employment Opportunity, more commonly known as EEO, refers to the concept that all candidates, regardless of their gender, sexual orientation, race, age, socioeconomic status, religion, disability, etc. Will be fairly considered for a role and/or job benefits. The purpose of EEO is to ‘level the playing field’ and protect people from being subject to discrimination and prejudice based on characteristics that aren’t related to how qualified they are for the position.Equal Employment Opportunity helps to reduce potential barriers that may prevent certain groups of people from entering and/or progressing in a workplace, and is a fundamental element for diversity to thrive. (last emended 6 days ago by Javin Hwang from Wuhan, China) [3]
Before a discrimination case going before a judge and jury of peers, the EEOC seeks to mediate it. In the fiscal year 2015, the EEOC successfully mediated 92,641 cases, with a resolution rate of 18.1 per cent. While not all the cases that came before them were successfully settled outside of court, the Council possesses powers of enforcement that secured 16,760 individuals compensation for complaints lodged against current or former employers. Because the number of companies willing to mediate complaints is substantially lower than that of employees who agree to the procedure, the EEOC encourages businesses to enter a Universal Agreement to Mediate programme, which signals their willingness to peacefully negotiate claims outside of court. [4]
Article References
- https://www.brighthubpm.com/change-management/61586-how-can-small-businesses-ensure-compliance-with-equal-employment/
- https://www.sentrient.com.au/blog/5-reasons-eeo-good-organisation
- https://workfast.com.au/blog/equal-employment-opportunity-what-is-it-how-to-implement-it-in-the-workplace/
- https://www.humanresourcesmba.net/lists/5-functions-of-the-equal-employment-opportunity-commission/
