 Equal opportunity employment means not discriminating against employees or job

applicants because of their age, race, gender, religion, nationality and similar
protected characteristics. If an employee can prove you treat your staff unequally,
you might have to pay out to settle the case.

What Is EEO?

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 color, 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.

Equal employment opportunity law bans several types of discrimination:

 Race
 Color
 Religion
 Sex, including pregnancy, gender identity and sexual orientation
 National origin
 Age, if an employee is 40 or older
 Disability
 Genetic information
It's also illegal to discriminate against someone for complaining about
discrimination. Discrimination includes not just hiring and firing but promotion,
harassment, getting training, and receiving wages and benefits..
Enforcing the Law
Just because equal opportunity is the law doesn't mean all employers obey it. The
EEOC has the authority to investigate employee claims that their employer
discriminates. If the EEOC finds a complaint has merit, it tries to settle the charge;
if that doesn't work, the commission can sue.
Even a company committed to nondiscrimination may have employees who harass
female employees, bully or insult Muslims. If one of your employees complains
they're the target of discrimination, the smartest thing to do is take it seriously.
Gather information, investigate the facts and make a fair decision even if you have
to discipline a respected manager.
Equal Employment Opportunity (EEO) Principles

 We are committed to a work environment free from discrimination and

harassment. We continue to develop and implement equal opportunity
strategies to ensure that organisational structures, policies, practices and
decisions are based on the assessment of individual ability and achievement.

The Importance of Equal Employment

Equal employment practices are important for both individuals and organizations.
On an individual basis, EEO laws accomplish many things. First, EEO helps
establish a baseline for acceptable behavior, which is important considering the
vast array of lifestyles, values, and attitudes individuals have. Secondly, EEO
practices help individuals feel they are being treated fairly and equally, which can
increase an individual’s level of commitment, satisfaction, and loyalty to their
employer. A third reason involves a person’s mental mindset and sense of personal
worth and well-being. An individual that feels confident in all situations, even ones
where he or she is a minority, will help the individual’s sense of overall worth and
ability to comfortably contribute.

When considering the importance of equal employment practices for organizations,

it is easy to see the benefits of EEO laws. First, an organization that can
confidently state that they practice equal employment has a greater advantage to
attracting qualified and dedicated candidates. Secondly, an organization that is
EEO compliant decreases the chances of facing a discrimination or wrongful
discharge lawsuit. Finally, an organization that ensures equal employment for all
increases the chances that it will have a diverse workforce, which has many
positive implications for teams, departments, and overall organizational
productivity and creativity.
Legal Ramifications of Unequal Employment Practices

There are many legal consequences associated with violating an antidiscrimination

law. Companies can experience financial impacts resulting from settlements and
court fees. Businesses may also see a decrease in customer and employee loyalty.
Furthermore, other companies may tend to avoid doing business with employers
who intentionally discriminate against employees.

If an employee feels he or she has been treated unfairly, the individual can file a
complaint with the EEOC. The EEOC will then investigate and determine whether
a pattern of discrimination is evident. The EEOC protects employees against both
types of discrimination, but the consequences of committing disparate treatment
(intentional discrimination) are more sever because it involved motive.

Steps to Ensure Compliance with EEOC Laws

Businesses that evaluate their employment practices according to the following

guidelines can ensure they develop and implement legal, ethical, fair, and justified
employment standards. This list is not meant to be inclusive, but rather a guideline
of areas to evaluate to ensure compliance with EEO laws.

1.
When recruiting applicants for a position, submit advertisements in a variety of
sources (web, newspaper, job board, flyers, etc.). The greater number and variety
of sources utilized ensures that a broader range of candidates are notified and have
the opportunity to apply. If a business focuses on a single method of advertisement,
the company is missing a population that might not have access to that particular
communication channel.

2. When selecting qualified candidates from a large applicant pool, it is critical

to standardize selection processes. The more subjectivity involved in the selection
process, the more likely a hiring manager will allow (albeit intentionally or
unintentionally) his or her biases to sway selection decisions. Furthermore, a more
objective and standardized process helps ensure accuracy of screening results and
increases retention.

3. When a position opens up and an employer wants to promote from within,

formal steps need to be taken to ensure all qualified candidates have an equal
opportunity to be notified and apply for the position. These steps include posting
the position for a specified period of time, placing the notice of vacancy in a
highly-populated area or in a popular mode of communication,
developing standardized screening tests and techniques to promote the most
qualified employee, and thoroughly debriefing unselected candidates as to the
reasoning and rationale.

4.When making compensation decisions, a company must ensure that the

compensation strategy is well-documented and there is ample evidence to support
the fact that the company is abiding by the written policy. Furthermore, provide
employees a copy of the strategy to enable all employees to make the most of
opportunities that will yield higher compensation.

5. Implement a formal documentation process for unsatisfactory behavior and

formal warnings. Furthermore, businesses should identify standards of behavior
and performance expectations that can be used as evidence for temporary
suspensions, loss of bonuses, and potential terminations.