6 Tips for Following Equal Employment Opportunity Rules

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Under the equal opportunity rules, it is prohibited to discriminate against an employee or applicant based on religion, sex, race, color, national origin, age, or handicap. The Equal Employment Opportunity Commission  (EEOC) is in charge of enforcing this.

Hence it is evident that discrimination in the workplace is illegal under the law, so it is important to always be well aware of all the regulatory compliance practices in your industry. Here are six tips that can help you follow equal employment opportunity rules in your organization.

  1. EEO-1 Report is Mandatory

Businesses that meet specific conditions (15 employees or more and the level of the firm’s operations) are required by the EEOC to complete a compliance survey with employment data categorized by race/ethnicity, gender, and job category. This is called the EEO-1 report, which is required to be submitted once a year. Any errors may result in penalties or even more severe legal issues like imprisonment.

  1. Putting Together an EEO Statement

Apart from the EEO-1 report, the EEOC requires some employers to provide an equal opportunity employer statement in their employment advertisements. It could be as easy as stating that ‘We are an equal opportunity employer who follows fair and equitable procedures’ in one sentence.

Even though you aren’t required by law, including an informal EEO statement in your job advertisements will encourage people from minority populations to apply, and it will speak about your equitable policy. 

  1. Compliance With the EEOC

While the goal of equal opportunity legislation may be clear, the rules you must follow and the plans of action you must develop may not always be. Hence, an EEO complaint might get registered due to a misperception, error, or minor deviation from standard processes. Furthermore, how you address it is critical because this complaint could take the shape of a lawsuit if mishandled.

  1. There Must Be a Strict Visible Action
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Image via Flickr by U.S Department of Agriculture’s photostream

If a manager’s abuse results in a tangible employment action, the employees should be able to submit an EEO complaint. If a manager’s misconduct results in a breach of EEOC guidelines, the organization is automatically accountable, and precedence should be set where the manager is either demoted or terminated.

  1. Proper Training

EEO training for your organization could include professional trainers, HR workers, and the EEOC Training Institute. Here are some suggestions for training:

  • EEO Laws:  Many employees are involved in EEOC-protected business procedures and should be aware of the legislation, especially the staff involved in hiring, training, supervision, etc.
  • Biases and illegal actions:  This kind of training can assist your personnel in avoiding possibly criminal actions. For instance, an HR manager must be taught to avoid asking unethical questions in interviews.
  • Diversity education: This form of training should also be geared to assist employees in working more effectively in multi-cultural teams. You may create a diversity training program with workshops, case studies, presentations, and quizzes.
  1. Policies

Company policies provide a systematic approach to promoting equal opportunity. Employees might utilize them to learn about a company’s operations and expectations as far as equal employment opportunities are concerned.

By being more conversant with EEO laws, you can effectively protect yourself and your staff and ensure that your company is compliant in offering a healthy and productive workplace. 

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