If discrimination has always been a head-in-the-sand issue for you and your organization, it’s time to get serious about your policies and practices.
Discrimination complaints of all types—race, sex, age, etc.—have climbed as steeply in the past year as the economy has fallen.
Employees filed 95,402 job discrimination claims in fiscal year 2008, up a whopping 26% in the past two years. It’s the most claims since the EEOC was established in 1965. Some types of bias—including retaliation and age claims—have jumped nearly 50% since 2006 (see chart below).
Considering that employers face new laws, changed regulations and a continuing economic downturn, it’s safe to say complaints will increase for the near future.
Advice: Don’t get caught flat-footed. Know exactly how to handle a discrimination claim before one arrives. (See our primer: “How to respond to an EEOC complaint.”)
Remember that your best approach is ...(register to read more)
- Firing? Follow the 2-and-1 rule: Two company reps, one reason for termination
- Before we start background checks, should we start asking applicants for birth dates?
- Allow applicants to answer negative background-check results
- Must we turn over personnel records that might compromise an investigation?
- Employee represents herself? Be patient