Professional Documents
Culture Documents
Definition:
A term used by the federal government to refer to employment practices that ensure
nondiscrimination on the basis of race, sex, religion, color, national origin, physical or mental
ability, medical condition, ancestry, or age. The principle behind EEO is that everyone should
Equal Employment Opportunities (EEO) means eliminating barriers to ensure that all employees are
considered for the employment of their choice and has the chance to perform to their maximum
potential. EEO practices include fairness at work, hiring based on merit and promotion based on talent.
It concerns all aspects of employment including recruitment, pay and other rewards, career
EEO strategies and sound HR practices enable employers to recruit the very best people from the
diverse population, making the most of their skills, creativity and energy. Initiatives that encourage
work-life balance are an important part of EEO as they enable people to perform to their full potential
cases.
Reasons for committing to EEO
and profitability. By supporting EEO strategies that encourage merit-based management and people
EEO allows employees to develop in ways that respect their abilities and needs as individuals, and
An inclusive and tolerant workplace motivates employees to perform to the best of their ability. It
promotes understanding between people creating a stronger and more focused team
.
Objectives
4. Another objective of our study is to analyze the situation where protected group
members receive treatment different from other employees.
5. Our purpose is to analyze the potential discriminatory practices that what type of
rules organization is following.
6. Our purpose is to study that are women reaching the top of the organization.
Affirmative action:
A practice in organizations that goes beyond discontinuous of discriminatory practices to
include actively seeking, hiring and promoting minority group members and women.
Adverse impact:
A consequence of an employment practice that results in a greater rejection rate for a
minority group than for the majority group in the occupation.
Adverse treatment:
An employment situation where protected group members receive treatment different
from other employees in matters such as performance evaluations and promotions.
Restricted policy:
A restricted policy in fraction occurred whenever enterprise HRM activities exclude a
class of individual. for example assume a company is restricting and lying of an
excessive number of employees over age 40.simultaneously however the company is
recruiting for selected positions on college campuses only. Because of economic
difficulties this company wants to keep salaries low by hiring people. Just entering the
workforce. Those over age 39 who were making higher salaries are not given the
opportunity to even apply for these new jobs. These actions may indicate a restricted
policy.
Geographical comparisons:
A third mean of supporting discriminatory claims is through the use of Geographical
comparisons. In this instance the characteristics of the potential qualified pool of
applicants in an organizations hiring market are compared to the characteristics of its
employees. If the organization has a proper mix of individual at all levels in the
organization that reflects its recruiting market than the company is in compliance.
Additionally the compliance may assists in fostering diversity in the organization. The
key factor here is the qualified pool according to varying geographical areas.
Glass ceiling:
The invisible barrier that blocks female and minorities from ascending into upper levels
of an organizations. The glass ceiling description reflects why women and minorities are
not more widely represented at the top of today’s organizations. The glass ceiling is not
however synonymous with “classic” discrimination. Rather according to the glass ceiling
commission it indicates” instructional and psychological practices, and the limited
advancement and mobility of men and women of diverse of racial and ethnic
backgrounds.”