Equal Employment Opportunity Issues in Training

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.

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Equal Employment Opportunity

Management ◽

10.1093/obo/9780199846740-0077 ◽

2015 ◽

Cited By ~ 1

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.

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Testing and equal employment opportunity

PsycEXTRA Dataset ◽

10.1037/e388472004-004 ◽

1973 ◽

Author(s):

Leona Tyler ◽

Keyword(s):

Equal Employment Opportunity ◽

Employment Opportunity ◽

Equal Employment

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Employment Discrimination and Asian Americans

10.36650/nexus3.2_1-15_ishimaru ◽

2005 ◽

Vol 3 (2) ◽

pp. 1-15

Author(s):

Stuart Ishimaru

Keyword(s):

Asian Americans ◽

Asian American ◽

Employment Discrimination ◽

Equal Employment Opportunity ◽

Fundamental Rights ◽

Employment Opportunity ◽

Equal Employment ◽

History Of ◽

Outreach And Education

Despite the long history of Asian Americans of fighting for fundamental rights, Asian Americans appear to be less active in complaining about employment discrimination. For example, in 2003, Asian Americans filed proportionally fewer employment discrimination charges with the EEOC than other minority employees. This article examines the factors that create an atmosphere in which Asian Americans do not file as many charges of employment discrimination with the EEOC as one would expect. Also, it explores possible ways to motivate Asian American communities and individuals to engage in and recognize the community’s investment in the equal employment opportunity process. Specifically, it proposes additional outreach and education to Asian Americans to be informed of their rights as well as areas for further research and additional

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