key term - Equal Employment Opportunity

Definition

Equal employment opportunity (EEO) is the principle that all individuals should have equal access to employment opportunities regardless of their race, color, religion, sex, national origin, age, disability, or genetic information. It ensures fair and equitable treatment in all aspects of the employment process, from hiring and promotion to compensation and benefits.

5 Must Know Facts For Your Next Test

1. Equal employment opportunity is a fundamental principle of employment law in the United States, as outlined in the Civil Rights Act of 1964 and subsequent federal and state legislation.
2. The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing laws that prohibit discrimination in the workplace.
3. Employers are required to provide reasonable accommodations to employees with disabilities, unless doing so would cause undue hardship to the organization.
4. Discrimination based on pregnancy, childbirth, or related medical conditions is considered a form of sex discrimination under the Pregnancy Discrimination Act.
5. Employers cannot retaliate against employees who file a complaint or participate in an investigation related to equal employment opportunity.

Review Questions

• Explain the role of the Equal Employment Opportunity Commission (EEOC) in enforcing equal employment opportunity laws.
  • The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing laws that prohibit discrimination in the workplace. The EEOC investigates charges of discrimination, mediates disputes, and can file lawsuits against employers who violate equal employment opportunity laws. The EEOC also provides guidance to employers on how to comply with these laws and works to educate the public about their rights in the workplace.
• Describe the concept of disparate impact and how it relates to equal employment opportunity.
  • Disparate impact refers to the situation where an employer's policies or practices, although neutral on their face, have a disproportionately adverse effect on a protected group, such as women or racial minorities. This can be considered a form of unintentional discrimination, even if the employer did not intend to discriminate. Employers must ensure that their employment practices, such as hiring, promotion, and compensation, do not have a disparate impact on protected groups, unless they can demonstrate that the practices are job-related and consistent with business necessity.
• Analyze the relationship between equal employment opportunity and affirmative action, and explain how they work together to promote diversity and inclusion in the workplace.
  • Equal employment opportunity and affirmative action are closely related but distinct concepts. Equal employment opportunity is the principle of ensuring fair and equitable treatment in all aspects of the employment process, regardless of an individual's protected characteristics. Affirmative action, on the other hand, refers to proactive policies and programs that seek to address historical discrimination and promote the employment of underrepresented groups, such as women and racial minorities. Affirmative action is often used as a tool to help achieve equal employment opportunity by actively recruiting, hiring, and promoting qualified individuals from underrepresented groups. The two concepts work together to create a more diverse and inclusive workplace, where all individuals have an equal chance to succeed based on their qualifications and merit.

Related terms

Affirmative Action: Affirmative action refers to policies and programs that seek to address historical discrimination and promote the employment of underrepresented groups, such as women and racial minorities.

Disparate Impact: Disparate impact occurs when an employer's policies or practices, although neutral on their face, have a disproportionately adverse effect on a protected group, such as women or minorities.

Discrimination:

Discrimination is the unfair or unequal treatment of an individual or group based on characteristics such as race, color, religion, sex, national origin, age, disability, or genetic information.