Then create objective, job-related qualification standards related to those duties, functions, and competencies. Analyze the duties, functions, and competencies relevant to jobs.Monitor for EEO compliance by conducting self-analyses to determine whether current employment practices disadvantage people of color, treat them differently, or leave uncorrected the effects of historical discrimination in the company.Recruit, hire, and promote with EEO principles in mind, by implementing practices designed to widen and diversify the pool of candidates considered for employment openings, including openings in upper level management.Establish neutral and objective criteria to avoid subjective employment decisions based on personal stereotypes or hidden biases.An alternative dispute-resolution (ADR) program can help resolve EEO problems without the acrimony associated with an adversarial process. This may minimize the chance of misunderstandings escalating into legally actionable EEO problems. Foster open communication and early dispute resolution.Promote an inclusive culture in the workplace by fostering an environment of professionalism and respect for personal differences.Train managers, supervisors and employees on its contents, enforce it, and hold them accountable. Implement a strong EEO policy that is embraced at the top levels of the organization.
Equal employment opportunity act of 1972 paper how to#
How to Prevent Race and Color Discrimination General
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