equal employment opportunity act workplace application

Cummings Federal Employee Antidiscrimination Act of 2020, which became law on January 1, 2021. Diversity and inclusion practices must be threaded throughout the business and reviewed regularly.Notification of Equal Employment Opportunity (EEO) Violations This requires action - from internal audits on hiring practices to a diversity impact analysis across all programs to ensure equity on promotions, benefits and more. True inclusion comes when all voices are valued equally. Companies must be proactive to make equality part of your DNA. Tracy Cote, ZenefitsĮEO is simply a policy. HR can help by driving education and awareness, but at the end of the day, it's all about the leadership team's expectations and modeling the right behaviors. Once they decide it's a priority, change will happen. Leaders have to stop paying lip service to diversity and start actually caring about it. They also need to find bespoke programs to recruit from such as Google Co-op, partner with nonprofits like Suit Up to mentor those educated in underprivileged communities and consider if referral recruitment policies are just breeding more of the same. Phyllis Wright, Ph.D., Council for Inclusion in Financial Services (CIFS)Ĭompanies need to go beyond their usual tactics and consider actively recruiting and building a presence at the top 20 historically black colleges. They can practice what they preach relative to Equal Employment Opportunity by enhancing transparency, reviewing the potential of employees at all levels rather than just those in closest proximity to the C-suite for leadership roles, creating and executing relevant development plans, removing fear (conscious and unconscious), and being open to exploring differences (e.g., appearance and thinking). Courtney Peterson, Sidwell Friends School Ensuring that decision-makers have not only a common language, but bias awareness and a shared commitment to equality, is what will make the real difference. It will be human beings who make the impactful decisions about hiring, promoting and sponsoring others in the workplace.

You must have racially-literate and culturally competent leaders to ensure that there is equal employment opportunity. Make Sure You Have Racially-Literate Leaders Workplace analytics can confirm liabilities and highlight triumphs in their EEO strategy, enabling companies to elevate an all-inclusive workplace where each employee inculcates a strong sense of belonging after being invited into the work-family. With new technologies readily available to combat inequities in the employee life cycle, companies can quickly ensure they practice what they preach. In the same vein, make sure your interview panelists are as diverse as you expect your candidate pool to be.

Slow down the hiring process and make sure you're interviewing a diverse group of candidates for every open position. Companies should monitor hiring data to learn if interventions are successful. Intervention helps decision-makers recognize bias, and that is the first step in eliminating it. One way to mitigate unconscious bias in talent decisions is by providing targeted intervention to talent management decision-makers. It's critical for organizations to manage unconscious bias in their hiring practices. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries.

Equal employment opportunity act workplace application