Equal Employment

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Equal Employment Opportunity
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Dimensions of Diversity
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I. Diversity A. Women in the workforce B. Racial
/Ethnic Diversity in the Workforce C. Aging of
the Workforce D. Individuals with Disabilities in
the Workforce E. Individuals with Differing
Sexual Orientations

• F. Management of Diversity
• Traditional
• Understanding
• Managing

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• II. Equal Employment Opportunity
• (Protected Class)
• Race / Ethnic origin / color
• Gender
• Age
• Individuals with Disabilities
• Military Experience
• Religion

III. Affirmative Action
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IV. Interpretations of EEO Laws and
Regulations A. When Does Illegal
Discrimination Occur? 1. Disparate
Treatment 2. Disparate Impact 3. Business
Necessity and Job Relatedness 4. Bona Fide
Occupational Qualification (BFOQ) 5.
Burden of Proof 6. Retaliation
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V. Civil Rights Act of 1964 and 1991 A.
Civil Rights Act of 1964, Title VII B.
Civil Rights Act of 1991
VI. Enforcement Agencies A. Equal
Employment Opportunity Commission (EEOC)
B. Office of Federal Contract Compliance Programs
(OFCCP) C. State and Local Enforcement
Agencies
VII. Uniform Guidelines on Employee Selection
Procedures A. No disparate Impact
Approach 4/5 Rule 1. Internal 2. External 3.
Effect of the No Disparate Impact Strategy
B. Job-Related Validation Approach
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Which probable case of adverse Impact?
SOME EXAMPLES A. An organization hires 30
whites and 15 African-Americans from a pool of
90 white and 20 African-Americans. B. An org.
hires 25 whites and 10 African- Americans from a
pool of 50 white and 50 black African-Americans.

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• A. 30/90 33 whites hired
• 15/20 75 African-Americans hired
• .33.8.264 or 26.4
• Does 26.4 exceed 75?
• No.
• Ergo, No adverse impact.

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• B. 25/50 50 whites hired
• 10/50 20 African-Americans hired.
• .5.8 40.
• Does 40 exceed 10?
• Yes.
• Ergo, there is evidence of adverse impact.

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VIII. Validity and Equal Employment
Based on disparate impact Prima facie
case. A. Content Validity B.
Criterion-Related Validity 1. Concurrent
Validity 2. Predictive Validity

• IX. Sex Discrimination
• A. Sexual Harassment
• 1. Quid Pro Quo
• 2. Hostile Environment
• Whether the conduct was physically
• threatening or humiliating
• Whether the conduct interfered unreasonably
• Whether the conduct affected the employees
• psychological well-being

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B. Sexual Harassment Policy C. Pregnancy
Discrimination D. Compensation Issues and Sex
Discrimination 1. Equal Pay 2. Pay Equity E.
Sex Discrimination in Jobs and Careers 1.
Nepotism 2. Glass Ceiling
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X. Age Discrimination

• A. Age Discrimination in
• Employment Act (ADEA)
• B. Older Workers Benefit
• Protection Act (OWBPA)

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• XI. Americans with Disabilities Act
• (ADA)
• Discrimination is prohibited against
  individuals able to
  perform
  the essential job functions
• A covered employer must make
• reasonable accommodations
• for persons with disabilities
• that do not cause undue hardship for the
• employer.
• Pre-employment medical
• examinations are prohibited.
• Federal contractors and
• subcontractors with contracts
• valued at more than 2,500 must
• take affirmative action to hire
• qualified disabled individuals.

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KEY TERMS A. Essential Job Functions B.
Reasonable Accommodation C. Undue Hardship
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XII. Other Bases of Discrimination A.
Discrimination Based on National Origin and
Citizenship 1. Immigration Reform and
Control Acts (IRCA) B. Religious
Discrimination C. Sexual Orientation
and Gay Rights D. Conviction and
Arrest Records E. Veterans Employment
Rights 1. Vietnam-Era Veterans
Readjustment Act of 1974
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XIII. EEO Compliance A. EEO Records
1. EEO Records Retention B.
Pre-employment vs. After-Hire Inquiries
XIV. Affirmative Action Plans (AAPs)
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Revised Index of Corporate Family-Friendliness

• COMPUTE YOUR COMPANIES FAMILY FRIENDLY SCORE
• Policy Score
• Flexible schedule 105
• Family leave 40
• Financial assistance 80
• Corporate giving comm. service 60
• Dep care services 155
• Management change 90
• Work-family stress management 80
• Telecommuting 125
• Total Possible Score 735