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.

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.

Employment Discrimination and Asian Americans

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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