{"id":1210,"date":"2019-09-04T17:59:20","date_gmt":"2019-09-04T17:59:20","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/?post_type=chapter&#038;p=1210"},"modified":"2024-04-24T23:29:30","modified_gmt":"2024-04-24T23:29:30","slug":"eeo-best-practices","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/chapter\/eeo-best-practices\/","title":{"raw":"EEO Best Practices","rendered":"EEO Best Practices"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Outcomes<\/h3>\r\n<ul>\r\n \t<li>Discuss EEO compliance best practices<\/li>\r\n<\/ul>\r\n<\/div>\r\n<img class=\"alignright wp-image-1818\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21214137\/linkedin-sales-navigator-EI50ZDA-l8Y-unsplash-683x1024.jpg\" alt=\"Photograph of a man standing at a computer writing notes on a notebook.\" width=\"350\" height=\"525\" \/>\r\n\r\nAs part of its E-Race (Eradicating Racism &amp; Colorism from Employment) Initiative, the EEOC has identified a number of best practices that are applicable broadly, including the following:\u00a0[footnote]\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/initiatives\/e-race\/bestpractices-employers.cfm\" target=\"_blank\" rel=\"noopener\">Best Practices for Employers and Human Resources\/EEO Professionals<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.[\/footnote]\r\n<h2>Training, Enforcement, and Accountability<\/h2>\r\nEnsure that management\u2014specifically HR managers\u2014and all employees know EEO laws. Implement a strong EEO policy with executive level support. Hold leaders accountable. Also: If using an outside agency for recruitment, make sure agency employees know and adhere to relevant laws; both an agency and hiring organization is liable for violations.\r\n<h2>Promote an Inclusive Culture<\/h2>\r\nIt's not just enough to talk about diversity and inclusion\u2014it takes work to foster a professional environment with respect for individual differences. Make sure that differences are welcomed. Being the \"only\" of anything can get tiring, so make sure you're not putting further pressure on people by surrounding them in a culture that encourages conformity. A great way to promote an inclusive culture is to make sure your leadership is diverse and to listen to the voices of minorities.\r\n<h2>Develop Communication<\/h2>\r\nFostering open communication and developing an alternative dispute-resolution (ADR) program may reduce the chance that a miscommunication escalates into a legally actionable EEO claim. If you're not providing a path for employees to have issues resolved, they'll look elsewhere. Additionally, it's essential to protect employees from retaliation. If people think reporting an issue will only make the situation worse, they won't bring it up, which will cause the issue to fester and lead to something worse than it once was.\r\n<h2>Evaluate Practices<\/h2>\r\nMonitor compensation and evaluation practices for patterns of potential discrimination and ensure that performance appraisals are based on job performance and accurate across evaluators and roles.\r\n<h2>Audit Selection Criteria<\/h2>\r\nEnsure that selection criteria do not disproportionately exclude protected groups unless the criteria are valid predictors of successful job performance and meet the employer\u2019s business needs.\u00a0Additionally, make sure that employment decisions are based on objective criteria rather than stereotypes or unconscious bias.\r\n<h2>Make HR Decisions with EEO in Mind<\/h2>\r\nImplement practices that diversify the candidate pool and leadership pipeline. Provide training and mentoring to help employees thrive. All employees should have equal access to workplace networks.\r\n<div class=\"textbox exercises\">\r\n<h3>Making HR Decisions<\/h3>\r\nNow that you've learned EEO compliance best practices, let\u2019s check your instincts and\u00a0take a look at a few HR situations.\r\n\r\n<iframe src=\"https:\/\/lumenlearning.h5p.com\/content\/1290838147939445498\/embed\" width=\"1088\" height=\"637\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><script src=\"https:\/\/lumenlearning.h5p.com\/js\/h5p-resizer.js\" charset=\"UTF-8\"><\/script>\r\n\r\n<\/div>\r\n<h2>Enforce an Anti-Harassment Policy<\/h2>\r\nEstablish, communicate and enforce a strong anti-harassment policy. You should conduct periodic training for all employees and enforce the policy. The policy should include:\r\n<ul>\r\n \t<li>A clear explanation of prohibited conduct, including examples<\/li>\r\n \t<li>Clear assurance that employees who make complaints or provide information related to complaints will be protected against retaliation<\/li>\r\n \t<li>A clearly described complaint process that provides multiple, accessible avenues of complaint<\/li>\r\n \t<li>Assurance that the employer will protect the confidentiality of harassment complaints to the extent possible<\/li>\r\n \t<li>A complaint process that provides a prompt, thorough, and impartial investigation<\/li>\r\n \t<li>Assurance that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred<\/li>\r\n<\/ul>\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Question<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/4522888c-bef0-40ab-adb1-71f8abb4a59b\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Outcomes<\/h3>\n<ul>\n<li>Discuss EEO compliance best practices<\/li>\n<\/ul>\n<\/div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1818\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/4056\/2019\/09\/21214137\/linkedin-sales-navigator-EI50ZDA-l8Y-unsplash-683x1024.jpg\" alt=\"Photograph of a man standing at a computer writing notes on a notebook.\" width=\"350\" height=\"525\" \/><\/p>\n<p>As part of its E-Race (Eradicating Racism &amp; Colorism from Employment) Initiative, the EEOC has identified a number of best practices that are applicable broadly, including the following:\u00a0<a class=\"footnote\" title=\"&quot;Best Practices for Employers and Human Resources\/EEO Professionals.&quot; U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019.\" id=\"return-footnote-1210-1\" href=\"#footnote-1210-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a><\/p>\n<h2>Training, Enforcement, and Accountability<\/h2>\n<p>Ensure that management\u2014specifically HR managers\u2014and all employees know EEO laws. Implement a strong EEO policy with executive level support. Hold leaders accountable. Also: If using an outside agency for recruitment, make sure agency employees know and adhere to relevant laws; both an agency and hiring organization is liable for violations.<\/p>\n<h2>Promote an Inclusive Culture<\/h2>\n<p>It&#8217;s not just enough to talk about diversity and inclusion\u2014it takes work to foster a professional environment with respect for individual differences. Make sure that differences are welcomed. Being the &#8220;only&#8221; of anything can get tiring, so make sure you&#8217;re not putting further pressure on people by surrounding them in a culture that encourages conformity. A great way to promote an inclusive culture is to make sure your leadership is diverse and to listen to the voices of minorities.<\/p>\n<h2>Develop Communication<\/h2>\n<p>Fostering open communication and developing an alternative dispute-resolution (ADR) program may reduce the chance that a miscommunication escalates into a legally actionable EEO claim. If you&#8217;re not providing a path for employees to have issues resolved, they&#8217;ll look elsewhere. Additionally, it&#8217;s essential to protect employees from retaliation. If people think reporting an issue will only make the situation worse, they won&#8217;t bring it up, which will cause the issue to fester and lead to something worse than it once was.<\/p>\n<h2>Evaluate Practices<\/h2>\n<p>Monitor compensation and evaluation practices for patterns of potential discrimination and ensure that performance appraisals are based on job performance and accurate across evaluators and roles.<\/p>\n<h2>Audit Selection Criteria<\/h2>\n<p>Ensure that selection criteria do not disproportionately exclude protected groups unless the criteria are valid predictors of successful job performance and meet the employer\u2019s business needs.\u00a0Additionally, make sure that employment decisions are based on objective criteria rather than stereotypes or unconscious bias.<\/p>\n<h2>Make HR Decisions with EEO in Mind<\/h2>\n<p>Implement practices that diversify the candidate pool and leadership pipeline. Provide training and mentoring to help employees thrive. All employees should have equal access to workplace networks.<\/p>\n<div class=\"textbox exercises\">\n<h3>Making HR Decisions<\/h3>\n<p>Now that you&#8217;ve learned EEO compliance best practices, let\u2019s check your instincts and\u00a0take a look at a few HR situations.<\/p>\n<p><iframe loading=\"lazy\" src=\"https:\/\/lumenlearning.h5p.com\/content\/1290838147939445498\/embed\" width=\"1088\" height=\"637\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\" data-mce-fragment=\"1\"><\/iframe><script src=\"https:\/\/lumenlearning.h5p.com\/js\/h5p-resizer.js\" charset=\"UTF-8\"><\/script><\/p>\n<\/div>\n<h2>Enforce an Anti-Harassment Policy<\/h2>\n<p>Establish, communicate and enforce a strong anti-harassment policy. You should conduct periodic training for all employees and enforce the policy. The policy should include:<\/p>\n<ul>\n<li>A clear explanation of prohibited conduct, including examples<\/li>\n<li>Clear assurance that employees who make complaints or provide information related to complaints will be protected against retaliation<\/li>\n<li>A clearly described complaint process that provides multiple, accessible avenues of complaint<\/li>\n<li>Assurance that the employer will protect the confidentiality of harassment complaints to the extent possible<\/li>\n<li>A complaint process that provides a prompt, thorough, and impartial investigation<\/li>\n<li>Assurance that the employer will take immediate and appropriate corrective action when it determines that harassment has occurred<\/li>\n<\/ul>\n<div class=\"textbox tryit\">\n<h3>Practice Question<\/h3>\n<p>\t<iframe id=\"assessment_practice_4522888c-bef0-40ab-adb1-71f8abb4a59b\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/4522888c-bef0-40ab-adb1-71f8abb4a59b?iframe_resize_id=assessment_practice_id_4522888c-bef0-40ab-adb1-71f8abb4a59b\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1210\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>EEO Best Practices. <strong>Authored by<\/strong>: Nina Burokas. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><li>Making HR Decisions. <strong>Authored by<\/strong>: Barbara Egel. <strong>Provided by<\/strong>: Lumen Learning. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/lumenlearning.h5p.com\/content\/1290838147939445498\">https:\/\/lumenlearning.h5p.com\/content\/1290838147939445498<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Specific attribution<\/div><ul class=\"citation-list\"><li>Untitled. <strong>Authored by<\/strong>: LinkedIn Sales Navigator. <strong>Provided by<\/strong>: Unsplash. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/unsplash.com\/photos\/EI50ZDA-l8Y\">https:\/\/unsplash.com\/photos\/EI50ZDA-l8Y<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em>. <strong>License Terms<\/strong>: Unsplash License<\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1210-1\">\"<a href=\"https:\/\/www.eeoc.gov\/eeoc\/initiatives\/e-race\/bestpractices-employers.cfm\" target=\"_blank\" rel=\"noopener\">Best Practices for Employers and Human Resources\/EEO Professionals<\/a>.\" U.S. Equal Employment Opportunity Commission. Accessed September 14, 2019. <a href=\"#return-footnote-1210-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":17,"menu_order":8,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"EEO Best Practices\",\"author\":\"Nina Burokas\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc-attribution\",\"description\":\"Untitled\",\"author\":\"LinkedIn Sales Navigator\",\"organization\":\"Unsplash\",\"url\":\"https:\/\/unsplash.com\/photos\/EI50ZDA-l8Y\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"Unsplash License\"},{\"type\":\"original\",\"description\":\"Making HR Decisions\",\"author\":\"Barbara Egel\",\"organization\":\"Lumen Learning\",\"url\":\"https:\/\/lumenlearning.h5p.com\/content\/1290838147939445498\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"bd6dfdf8-08cf-4e14-97ad-98e95bbbea90, 2ea2f820-70c3-4916-b496-5706b75b602c","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1210","chapter","type-chapter","status-publish","hentry"],"part":1200,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1210","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/users\/17"}],"version-history":[{"count":17,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1210\/revisions"}],"predecessor-version":[{"id":3317,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1210\/revisions\/3317"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/parts\/1200"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapters\/1210\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/media?parent=1210"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/pressbooks\/v2\/chapter-type?post=1210"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/contributor?post=1210"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-humanresourcesmgmt\/wp-json\/wp\/v2\/license?post=1210"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}