Equal EmploymentOpportunity

Dimensions of Diversity

AgeRace

Ethnicity

Gender

Physical abilities/ qualities

Sexual / affectional orientation

Religious beliefs

Parental Status

Marital Status

Work Background

Geographic

Location

Mili

tary

expe

rien

ce

Income

Educatio

n

I. DiversityA. Women in the workforceB. Racial /Ethnic Diversity in the WorkforceC. Aging of the WorkforceD. Individuals with Disabilities in the WorkforceE. Individuals with Differing Sexual Orientations

Diversity Management, Equal Employment Opportunity, and Affirmative Action

Affirmative Action

Equal Employment Opportunity

Diversity Management

F. Management of Diversity• Traditional• Understanding• Managing

II. Equal Employment Opportunity (Protected Class)

• Race / Ethnic origin / color• Gender• Age• Individuals with Disabilities• Military Experience• Religion

III. Affirmative Action

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

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. Internal2. External3. Effect of the No Disparate Impact Strategy

B. Job-Related Validation Approach

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.

• 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.

• 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.

VIII. Validity and Equal Employment Based on disparate impact … Prima facie case. A. Content Validity B. Criterion-Related Validity

1. Concurrent Validity2. Predictive Validity

IX. Sex Discrimination A. Sexual Harassment

1. Quid Pro Quo2. Hostile Environment

• Whether the conduct was physically threatening or humiliating• Whether the conduct interfered unreasonably• Whether the conduct affected the employee’s psychological well-being

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”

X. Age Discrimination

A. Age Discrimination in

Employment Act (ADEA)

B. Older Workers Benefit

Protection Act (OWBPA)

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.

KEY TERMS

A. Essential Job Functions

B. Reasonable Accommodation

C. Undue Hardship

XII. Other Bases of Discrimination A. Discrimination Based on

National Origin and Citizenship1. Immigration Reform and Control Acts (IRCA)

B. Religious Discrimination C. Sexual Orientation and Gay Rights D. Conviction and Arrest Records E. Veteran’s Employment Rights

1. Vietnam-Era Veterans Readjustment Act of 1974

XIII. EEO Compliance

A. EEO Records

1. EEO Records Retention

B. Pre-employment vs. After-Hire Inquiries

XIV. Affirmative Action Plans (AAPs)

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