Professional Documents
Culture Documents
Workplace Diversity, Equal Employment Opportunity and Affirmative Action
Workplace Diversity, Equal Employment Opportunity and Affirmative Action
Workplace Diversity, Equal Employment Opportunity and Affirmative Action
EQUAL EMPLOYMENT
OPPORTUNITY AND
AFFIRMATIVE ACTION
1
Diversity and Diversity Management
2
Diversity Management
Ensuring that factors are in place
to provide for and encourage the
continued development of a
diverse workforce by melding these
actual and perceived differences
among workers to achieve
maximum productivity
3
Managing the Diverse Workforce:
Various Components
Single Parents & Persons with
Working Mothers Disabilities
Women in Business Immigrants
Dual Career Young Persons with
Families Limited
Workers of Color Education/Skills
Older Workers Educational Level of
Employees
4
Equal Employment
Opportunity: And
Affirmative Action
5
Equal Employment
Opportunity: An Overview
EEO has been modified since passage of
the Civil Rights Act in 1964.
Congress has passed other legislation.
Major Supreme Court decisions
interpreting the provisions were handed
down.
Executive orders were signed into law.
6
U.S. Legal System
7
Discrimination
8
Laws Affecting Equal
Employment
Opportunity
9
Civil Rights Act of 1866
10
Title VII of the Civil Rights Act of
1964 -- Amended 1972
Greatest impact on human resource
management
Illegal for an employer to discriminate
Fifteen or more employees
Exceptions to Title VII
Persons not covered by Title VII
Created the Equal Employment Opportunity
Commission (EEOC)
11
Illegal for an Employer to
Discriminate
Race
Color
Sex
Religion
National origin
12
Exceptions to Title VII
13
Persons Not Covered
by Title VII
14
Sexual Harassment and Title VII
15
Age Discrimination in Employment Act
Of 1967--amended In 1978 & 1986
Illegal to discriminate against anyone 40 years
or older
Administered by EEOC
Pertains to employers who have 20 or more
employees
Provides for a trial by jury
Possible criminal penalty
Older Workers Benefit Protection Act (OWBPA)
16
Pregnancy Discrimination Act of 1978
Amendment to Title
VII of the Civil Rights
Act
Pregnancy, childbirth,
or related medical
condition
Benefits area also
covered
17
Immigration Act of 1990
18
Illegal Immigration Reform and
Immigrant Responsibility Act
of 1996
19
Americans with Disabilities
Act (ADA)
Prohibits discrimination against
qualified individuals with
disabilities
Prohibits discrimination in all
employment practices
20
Individual with a Disability
A person who has, or is regarded as
having, a physical or mental impairment
Substantially limits one or more major
life activities
A record of such an impairment
Regarded as having such an impairment
21
Civil Rights Act of 1991
Provide appropriate remedies for intentional
discrimination and unlawful harassment
Codify the concepts of business necessity
and job related
Confirm authority and guidelines for finding
of disparate impacts under Title VII
Respond to recent Supreme Court decisions
22
Types of discrimination and how to
file suit
Disparate treatment – intentional
Plaintiff must show is member of
protected group, applied for and qualified
for job, rejected, position remained open
or was filled by person with similar
qualifications
Defendant must produce
nondiscriminatory reason for rejection
BFOQ
23
Types of discrimination and how to
file suit
Disparate impact – facially neutral device
leads to unintended advantage for one group
Plaintiff must show questionable employment
practice disproportionately affects protected
group relative to majority group
4/5s rule – 80% selection rate
Standard deviation rule
Defendant must show employment practice is
business necessity
24
Glass Ceiling
Invisible barrier in
organizations that
prevents many women
and minorities from
achieving top-level
management positions
25
Family Medical Leave Act (1993)
26
Significant U.S. Supreme Court Decisions
27
Enforcement of EEO
EEOC
OFCCP
28
Equal Employment Opportunity
Commission (EEOC)
Title VII of the Civil Rights Act, as
amended, created the EEOC
3 responsibilities
Investigate and resolve
Gather information (EEO1- forms)
Issue guidelines
29
Steps in Handling a Discrimination Case
Charge Filed
Attempt at Conciliation
Recommendation
Recommendation Against
Recommendation for
Litigation – Right to Sue Notice
Litigation – EEOC Initiates Action
Issued to Charging Party 30
Exceptions to Title VII Coverage
Religious institutions, with respect to
employment of persons of a specific
religion in any of the institution’s
activities
Aliens
Member of the Communist Party
31
Uniform Guidelines on Employee
Selection Procedures
Assists employers, labor
organizations, employment
agencies, and licensing and
certification boards in
complying with federal
prohibitions against
employment practices that
discriminate on basis of race,
color, religion, gender, and
national origin.
32
Adopted By
EEOC
Civil Service Commission
Department of Justice
Department of Labor
33
Additional Guidelines
34
Affirmative Action Programs
An approach developed by
organizations with government
contracts to demonstrate that
workers are employed in
proportion to their representation
in the firm's relevant labor market
35
Legal status of affirmative action
U.S. Forestworkers v. Weber
Voluntary plan must fix old patters of
discrimination and be temporary
Johnson v. Santa Clara Transport Agency
Affirmative action plan should address
“manifest imbalance” in employment practices
2003 Michigan State cases
Race may be used as admission
consideration sometimes
36