Equal employment opportunity (EEO) laws prohibit discrimination in hiring and employment decisions based on certain protected characteristics. Under EEO, all qualified candidates should have an equal chance of being hired or promoted based solely on job-related merits regardless of their race, gender, religion, or other protected attributes. EEO regulations require employers to make employment decisions only based on factors like qualifications, performance, and conduct, rather than personal characteristics. Employers who violate EEO laws can face lawsuits and penalties.

1. EQUAL EMPLOYMENT OPPORTUNITY
(EEO)
-it is the idea that everyone should be treated fairly when they’re considered for various
employment decisions (including hiring, promotion, termination, compensation, etc.). This
means, for example, that anyone competing for a position at a company should have the same
chances of succeeding if they’re right for the job.
In the legal sense of the EEO definition, “same chances” or “equal opportunity” means that
employers cannot use certain characteristics as reasons to hire or reject candidates or make
other employment decisions; in other words, they cannot discriminate against those
characteristics.

2. Protected characteristics include:
Race / color
National origin / ethnicity
Religion
Age
Sex / gender / sexual orientation
Physical or mental disability

3.  EEO doesn’t guarantee that people of underrepresented groups
will get hired. The purpose of EEO regulations is to make sure
nobody will face rejection or difficulties because they’re in a
protected group.
 For example, under several EEO laws, you cannot reject a
candidate simply because they’re Jewish or Christian, African or
Caucasian, or because they’re pregnant. Similarly, you cannot
advertise jobs asking for candidates of a certain age, and you
cannot promote men over women – you can only base this
decision on each person’s proven capabilities, performance and
other objective criteria, rather than biases against protected
groups.

4.  If your company fails to comply with equal employment
opportunity regulations, you may face complaints, lawsuits and
fines. There are also the intangible costs associated with having a
uniform instead of diverse workforce; you’re missing out on the
benefits of different perspectives and approaches to the work at
hand.
 To keep track of how EEO compliant organizations are, U.S.
regulations require some employers to file the EEO-1 report.
Generally, if you have more than 100 employees, or you’re a
federal contractor with more than 50 employees and a federal
contract worth more than $50,000, you’ll need to file an EEO-1
report.

5. Bona fide occupational qualification
 Equal employment opportunity that concerns protected characteristics
does have some exceptions. These exceptions of the EEO definition are
bona fide qualifications (or “genuine occupational qualifications” in the UK)
for a specific job. The nature of certain jobs may allow you to make an
employment decision based on one of the protected characteristics.
 For example, if you’re hiring for an actor to play a teenager, you can hire a
person more closely to the age of the film character, rather than a middle-
aged actor. Or, if a company makes clothes for men, it can advertise for
male models. Another example is when a religious organization of a certain
faith hires only candidates who share that faith if their job is related to it
(for instance, when they are members of the clergy.)

6. Affirmative action
 There’s another special case when considering specific protected
characteristics. This comes in the form of affirmative action: the
conscious, proactive pursuit of gender balance and diversity in an
organization by supporting protected groups who are traditionally
discriminated against.
 For example, if your software development team is all white males,
you can lawfully partner with associations of female, African or Asian
engineers to find great candidates and assemble a team that is more
representative of the society where they’ll be working. You still
shouldn’t make the final hiring decision because of a person’s
protected characteristic; you can only try to attract diverse candidates
to broaden your talent pool.

7.  This logic extends to fully formed programs that support
affirmative action through education.
 Introducing training programs to combat hidden biases of hiring
teams is an effective way to reduce unconscious discrimination.
 Yet, because race-based affirmative action was banned in some U.S.
states, the road is open for other effective EEO strategies.
 At the very least, craft an EEO policy to ensure your employees
know you value fairness and diversity.

8. Equal Employment Opportunity should extend
beyond the law
 Using arbitrary and non-job-related criteria is the surest way to
unfairly discriminate against people, even unwittingly.
 For example, when screening resumes, consider whether a
person’s degree from a prestigious school truly speaks to their
suitability for the job you’re hiring for. It’s not illegal to only hire
candidates from Ivy League schools, but it certainly narrows your
talent pool and reduces the chances of you finding the absolute
best candidate out there.
 Make sure you always use the most objective criteria possible.

9.  Of course, equal opportunity, diversity and relevant laws keep
evolving. Different countries or states might enact new
regulations, and companies might try out new EEO strategies.
 Be sure to check for updates regularly and don’t be afraid to
test new ways of building a fair, ethical workplace.
 Consider taking actions to combat overlooked types of
discrimination, like age discrimination.

10. Equal Employment Opportunity 1964–1991
Title VII of the Civil Rights Act (1964**)
 An employer cannot discriminate on the basis of race, color, religion, sex, or
national origin with respect to employment. This set up the EEOC (Equal
Employment Opportunity Commission)
Executive Orders
-require affirmative action: steps that are taken for the purpose of eliminating the
present effects of past discrimination.

11. Employment Discrimination Laws
 Equal Pay Act of 1963
-The act requiring equal pay for equal work, regardless of sex, age.
 Discrimination in Employment Act of 1967 (ADEA)
-The act prohibiting arbitrary age discrimination and specifically protecting individuals over 40
years old.
 Vocational Rehabilitation Act of 1973
-The act requiring certain federal contractors to take affirmative action for disabled persons.
 Vietnam Era Veterans’ Readjustment Act of 1974
An act requiring that employees with government contracts take affirmative action to hire
disabled veterans.
 Pregnancy Discrimination Act (PDA) of 1978
-A Title VII amendment that prohibits sex discrimination based on “pregnancy, childbirth, or
related medical conditions.”

12. Federal Agency Guidelines
Uniform Guidelines
 Guidelines issued by federal agencies charged with ensuring compliance with equal
employment federal legislation explaining recommended employer procedures in
detail. The EEOC, Civil Service Commission, Department of Labor, and Department
of Justice together have uniform guidelines for employers to use.
 These are key for conducting job analyses **ALSO KEY FOR SELECTION TESTS**

13.  Sexual Harassment Defined
-Unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature.
 Proving Sexual Harassment
Quid pro quo
 Rejecting a supervisor’s advances adversely affects the employee’s tangible
benefits, such as raises or promotions.
 Hostile environment created by supervisors. Behaviors that substantially
affect an employee’s emotional and psychological ability to the point that
they affect the employee’s ability to continue with the employee’s job.
 Hostile environment created by co-workers or non-employees. Advances by
the employee’s co-workers (or even the employer’s customers) can cause
harassment.

14.  Early Court Decisions Regarding Equal Employment Opportunity
Griggs v. Duke Power Company Key Points….Discrimination by the employer need not be
overt; employer’s intent is irrelevant. An employment practice must be job related and valid if
it has an unequal impact on members of a protected class. The burden of proof is on the
employer to show that the employment practice is job related.
 Early Court Decisions Regarding Equal Employment Opportunity (cont’d)
Albemarle Paper Company v. Moody. If an employer uses a test to screen candidates, then
the job’s specific duties and responsibilities must be carefully analyzed and documented.
The performance standards for employees on the job in question should be clear and
unambiguous. EEOC (now federal) guidelines on validation are to be used for validating
employment practices.*THIS IS ALSO KEY FOR JOB ANALYSIS

15. Equal Employment Opportunity
1991–present
Civil Rights Act of 1991 (CRA)
-It places burden of proof back on employers once the plaintiff has made a prima facie
case and permits compensatory and punitive damages.
Disparate impact
-A practice or policy that has a greater adverse impact on the members of a protected
group than on other employees, regardless of intent.
Disparate treatment
-Intentional discrimination on the part of the employer.

16. Americans with Disabilities Act (ADA)
ADA of 1990
-Requires employers to make reasonable accommodations for disabled employees; it
prohibits discrimination against disabled persons.
Disability
-A physical or mental impairment that substantially limits one or more major life activities.
 ADA and Individuals Qualified individuals Reasonable accommodation
-Under ADA, those who can carry out the essential functions of the job. Reasonable
accommodation. If the individual can’t perform the job as currently structured, the
employer must make a “reasonable accommodation” unless doing so would present an
“undue hardship.”

17. Bona Fide Occupational Qualification
Bona fide occupational qualification (BFOQ)
-Requirement that an employee be of a certain religion, sex, or national origin where that is
reasonably necessary to the organization’s normal operation. Specified by the 1964 Civil Rights
Act. Age, Religion, Gender, National Origin (The case of HOOTERS…..)
Business Necessity “Business necessity” Validity
-A defense created by the courts that requires employers show that there is an overriding
business purpose (i.e., “irresistible demand”) for a discriminatory practice. Spurlock vs. United
Airlines.
-Airlines can require 500 flight hours and college degrees.
Validity
-The degree to which the test or other employment practice is related to or predicts
performance on the job.

18. Other Considerations in Discriminatory Practice
Defenses
-Good intentions are no excuse. Employers cannot hide behind collective bargaining
agreements—equal opportunity laws override union contract agreements.
-If a personnel practice is discriminatory, firms should react by agreeing to eliminate
the illegal practice and (when required) by compensating the people discriminated
against.

19. Differences Between Managing Diversity and Meeting Affirmative
Action Requirements
 Practicing Diversity to Meet EEO/ Affirmative Action Requirements
-Is often mandatory
-Focuses on legal, social, moral justifications. Includes only race, gender, and ethnicity.
-Emphasizes changing the mix of people
-Offers a perception of preference
-Is short term and limited
-Is grounded in assimilation
-Managing Diversity
-Is voluntary
-Focuses on productivity
-Includes all elements of diversity
-Emphasizes changing systems and operations
-Offers a perception of equity
-Is long term and ongoing
-Is grounded in individuality

20. Key Terms Title VII of the 1964 Civil Rights Act
-Equal Employment Opportunity Commission (EEOC)
-affirmative action
-Office of Federal Contract
-Compliance Programs (OFCCP)
-Equal Pay Act of 1963
-Age Discrimination in Employment Act of 1967 (ADEA)
-Vocational Rehabilitation Act of 1973
-Vietnam Era Veterans’ Readjustment Act of 1974
-Pregnancy Discrimination Act (PDA)
-uniform guidelines
-sexual harassment

21. Key Terms Title VII of the 1964 Civil Rights Act
-Federal Violence Against Women Act of 1994
-protected class
-Civil Rights Act of 1991 (CRA 1991)
-mixed motive
-Americans with Disabilities Act (ADA)
-qualified individuals
-adverse impact
-disparate rejection rates
-restricted policy
-bona fide occupational qualification (BFOQ)
-alternative dispute resolution or ADR program
-good faith effort strategy
-reverse discrimination