scholarly journals Equal Employment Opportunity

Management ◽  
2015 ◽  
Author(s):  
Leonard Bierman
Keyword(s):  
Family Relationships ◽  
Equal Opportunity ◽  
The United States ◽  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Employment Decisions ◽  
Equal Employment ◽  
And Performance ◽  
Definition Of ◽  
High Degree

Equal employment opportunity (EEO) laws prohibit employment discrimination based on race, color, religion, sex, pregnancy, age, religion, disability, and national origin; in the United States, these laws apply to employers with fifteen or more employees. The concept means that all employees shall have an “equal opportunity” based hypothetically on their skills and performance to obtain employment and advance on the job once they have obtained such employment. In practice, though, the concept is much more complicated. In most family businesses (of which there are many), for example, family relationships/nepotism tend to play a major role in employment decisions, creating a high degree of “unequal employment opportunity” for non-family members. Moreover, the concept of “affirmative action,” discussed below, involves giving preferential treatment to members of certain groups such as veterans, those with disabilities, etc.—again something the opposite of providing “equal” opportunity to all. Our analysis, however, basically tracks the legal definition of “equal employment opportunity” in most of the developed world, which is essentially that employers must not discriminate (i.e., they should provide equal opportunity) in employment on the basis of race/color, sex, religion, age, etc.

Equal Employment Opportunity Issues in Training

1978 ◽  
Vol 20 (2) ◽  
pp. 179-188 ◽  
Author(s):  
C. J. Bartlett
Keyword(s):  
Personnel Selection ◽  
Federal Court ◽  
Equal Employment Opportunity ◽  
Employment Opportunity ◽  
Employment Decisions ◽  
Equal Employment ◽  
Training Professionals ◽  
Definition Of ◽  
Training Need ◽  
Federal Guidelines

Equal employment opportunity and federal regulation of personnel selection have had a major impact on research and application in that field. Federal guidelines have broadened the definition of selection to include all employment decisions. Federal court decisions have begun to include applications to training. Thus, fair employment issues in training need to be considered in requiring training as a prerequisite to employment, in selection for training, in the training process itself, in decisions about retention and advancement in training programs, in job placement following training, and in decisions about promotion, advancement, or extra compensation as an outcome of training. It is urged that professional standards be developed by training professionals rather than wait for federal agenices to develop standards which may not be compatible with the best professional goals.

A Primer on Equal Employment Opportunity Law and Contemporary Enforcement

2015 ◽  
Author(s):  
Eric M. Dunleavy ◽  
Lia Engelsted ◽  
Alexander Morris
Keyword(s):  
Civil Rights ◽  
The United States ◽  
Equal Employment Opportunity ◽  
Age Discrimination ◽  
Employment Opportunity ◽  
Equal Pay ◽  
Equal Employment ◽  
Regulatory Frameworks ◽  
Disparate Treatment ◽  
Discrimination In Employment

The purpose of this chapter is to provide a brief overview of the legal issues that are most relevant to industrial/organizational psychologists in the United States. The chapter first reviews the legal process, describing laws and acts relevant to the workplace, such as Title VII of the Civil Rights Act, Executive Order (EO) 11246, Age Discrimination in Employment Act, American with Disabilities Act, and the Equal Pay Act of 1963. Next, it outlines the equal employment opportunity (EEO) enforcement agencies. It then describes the two broad theories of discrimination, disparate treatment and adverse impact, and the regulatory frameworks. The chapter provides basic primers for a set of contemporary EEO topics, including disability discrimination, pay equity, employer retaliation, and age discrimination. The chapter concludes with the notion that EEO law is constantly evolving, particularly as the scope of who is protected expands and the legal system clarifies ambiguities in the law.

An Exercise for Conveying Equal Employment Opportunity Concepts for Industrial-Organizational Psychology Courses

2021 ◽  
pp. 009862832199149
Author(s):  
Anna M. Semanko ◽  
Verlin B. Hinsz
Keyword(s):  
Organizational Behavior ◽  
Undergraduate Students ◽  
Equal Opportunity ◽  
Effective Means ◽  
Equal Employment Opportunity ◽  
Student Understanding ◽  
Employment Opportunity ◽  
Class Discussion ◽  
Post Exercise ◽  
Equal Employment

Background: Equal employment opportunity guidelines and concepts are important for increasing equity in the workplace. Given the large number of undergraduate students currently in or entering the workforce, it is critical to convey these concepts in a manner that increases student understanding of appropriate organizational behavior. Objective: We present and discuss an exercise and corresponding in-class discussion aimed at conveying equal employment opportunity concepts to undergraduate students. Method: An exercise was developed using vignettes based on cases that demonstrate key equal opportunity concepts. Student understanding of equal employment opportunity was assessed pre- and post-exercise. Results: Overall, the post-exercise measures suggested greater student understanding of equal employment opportunity concepts in comparison to their pre-exercise understanding. Conclusion: The exercise described herein is an impactful and effective means of engaging students in content related to equal employment opportunity. Teaching Implications: Instructors can use this active exercise in their courses to aid students in their understanding of equal employment opportunity concepts. As a result, students’ knowledge of equal employment opportunity may encourage them to combat and prevent occurrences of discrimination in the workplace.

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