Since 2007, the EEOC has been engaged in a major push to stamp out race-based discrimination in hiring. Known as E-RACE (Eradicating Racism And Colorism from Employment), the initiative’s goal is to “eliminate recruiting and hiring practices that lead to discrimination by limiting an employer’s applicant pool.”
Race- and color-blind hiring practices will keep employers out of the EEOC’s E-RACE sights, but plenty of organizations seem to have trouble with that simple concept. In 2008, the EEOC resolved 28,321 race discrimination charges, resulting in more than $79 million in payouts to employees.
When targeting employers for enforcement action, the EEOC often zeroes in on four recruitment and screening practices:
1. Limiting applicant searches
Employers that recruit from homogeneous sources—such as certain neighborhoods, schools, religious institutions or social networks—may draw the EEOC’s attention.
For example,...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Lawful Off-Duty Activities Statute requires caution before discharge
- Remind bosses: No talk of pregnancy plans
- Retaliation long after employee complained? Courts skeptical when years pass without incident
- When planning a layoff, use a checklist to avoid needless age bias litigation