The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee due to protected classes, including race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. Each of us likely belongs to at least one of these protected classes/groups, and these laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits.
Respond to the following in a minimum of 175 words:
- Identify and name 1 of the EEOC-protected classes/groups to which you belong. Give an example of how this protected class/group could be discriminated against in the workplace.
- The EEOC provides a framework to safeguard against discriminatory practices in the hiring process. Many companies and organizations seek to hire employees that are a good “fit” for their respective institutions. “Fit” can be a subjective term and could have discriminatory implications. Provide an example of how “fit” could be problematic in hiring, firing, and other types of work situations.
- Describe at least 2 types of strategies or trainings that human resources offices can offer employers to facilitate objective/neutral hiring processes.
- Discuss at least 1 example from your current or previous workplace that exemplifies quality hiring practices.