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)
- Don't assume—It's up to employee to raise disability issues
- OK to punish employees for disruptive acts--even if done in the context of protesting bias
- ADA accommodations too costly? Too bad!
- Employee is covered under ADA if you perceive him to be disabled
- Paper evaluations? Switch to software to limit subjectivity