Fundamentals of Human Resource Management 6th Edition by Raymond Noe, John Hollenbeck, Barry Gerhart,Patrick Wright

Exercise 4

Being Strategic about EEO
Recently, the Equal Employment Opportunity Commission announced that it would be more strategic about how it carries out its mission. Employers may find it useful to be equally strategic in compliance.
The EEOC established six areas that would be priorities because they have the greatest potential to reduce and deter employment discrimination. The six areas are (1) eliminating barriers in recruitment and hiring; (2) protecting immigrant, migrant, and other workers considered vulnerable; (3) addressing emerging issues, such as accommodating workers with disabilities and preventing discrimination against gay and lesbian employees, which could take the form of sex discrimination; (4) enforcing equal pay laws; (5) preserving access to the legal system by targeting retaliation; and (6) preventing harassment.
Employers must, of course, obey all the EEO laws. But the commission's focus on these concerns suggest that employers can have the most impact on compliance and reduce legal problems by ensuring that the organization is performing well in the same six areas. Employers should:
• Review all of their selection methods to be sure none of them discriminates unintentionally.
• Ensure all employees know how to avoid harassing or segregating groups of workers, such as immigrants or gay and lesbian employees.
• Train all supervisors and HR decision makers in avoiding discrimination and retaliation.
• Keep complete records of performance reviews and pay decisions to ensure that pay gaps are due to performance differences.
How would you suggest that your department apply these priorities in planning its management training programs