Term Used to Describe Hiring Practices of Minorities

The EEOC requires certain organizations to file a n _____ so that it can monitor hiring practices. Solutions for Chapter 9 Problem 25TYS.

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Acronym for Gay Lesbian Bisexual Transgender.

. Title VII is the law for racial equality that prohibits employment discrimination based on race. Equal Employment Opportunity is a term used by the federal government to refer to employment practices that ensure nondiscrimination based on race color national origin sex sexual orientation gender identity physical or mental ability religion medical condition ancestry marital status pregnancy genetic information veteran status or. See Teal 457 US.

The term colorblind de-emphasizes or ignores race and ethnicity as a large part of ones identity. As Americas ethnic and racial make-up changes so too does the nations language and the. The Relevance of Saying Minority.

In federal employment extra effort must be made to include qualified women minorities employees over 40 and the disabled at grade levels and in job categories where they are underrepresented. Positive steps taken by an employer which contribute toward greater employment opportunities for minorities females the elderly and the disabled. Equal Employment Opportunity Commission or EEOC enforces Title VII of the Civil Rights Act of 1964 which makes such discrimination illegal.

3 flashcards containing study terms like equal employment opportunity EEO Equal Employment Opportunity Commission EEOC Affirmative action and more. The term reverse discrimination sometimes is used to describe a type of discrimination wherein members of a majority or historically advantaged group such as Caucasians or males are discriminated against based on their race gender age or other protected characteristic. Make inclusion and diversity part of your corporate culture.

Goal setting is a motivational technique as workers often rise to the challenges given them. Under the requirements of the Genetic Information Nondiscrimination Act of 2008 an employer with 15 or more employees may use genetic information in making decisions related to conditions of work. A term used to describe the barriers often unseen that keep minorities and women from career advancement regardless of their qualifications.

Racial discrimination is differential treatment of workers based on race as defined by the Workplace Fairness organization. The term liquorlining is sometimes used to describe high densities of liquor stores in low income andor minority communities relative to surrounding areas. August 29 2011448 PM ET.

If a policy or practice used at a certain point of the selection process has a discriminatory impact the employer must justify the discriminatory policy or practice even if later stages of the selection process eliminate the disparate impact when looking at the selection process as a whole. An employment practice that lacks discriminatory content but still leads to discrimination is known as _____. _____ Which of the following is the term used to describe a process of recruiting minorities training minorities to be managers training managers to view diversity positively and teaching English as a second language.

De facto discrimination the indirect result of policies or practices that are not intended to discriminate but which do in fact discriminate. Term used to describe the unseen barrier that prevents women and people of color from being hired or promoted beyond a certain level of responsibility prestige or seniority in the workplace. An agreement binding an agency to a particular course of action for hiring and promoting women and minorities.

Diversity training programs e. Assigning specific attainable goals to a person team or organization. It is to be used as an indicator that further analysis of personnel practices should be undertaken to determine if barriers to EEO are the source of the indicated statistical results.

The following list includes clear steps you should incorporate into your hiring strategy to help build a more diverse team. These types of claims typically arise in the areas of employment or. Term used to describe personal group and institutional policies or practices that do not consider race or ethnicity as a determining factor.

Describe the policies used for ensuring professional development and training programs. However one important factor that affects this analysis is the. A facially neutral employment practice When prosecuting a disparate impact case the plaintiff must show an allegedly discriminatory practice disproportionately affects a protected group relative to _______________.

Racial quotas in employment and education are numerical requirements for hiring promoting admitting andor graduating members of a particular racial group. Start studying the Ch. The plaintiff will need to show that other employment practices without a discriminatory effect could be used to meet the business need When an employment practice disproportionately excludes a protected group from employment opportunities a.

Staffing is essential to meet the needs of all long-term care residents across Ontario. Minorities is less than 80 of the selection rate for men or non-minorities. Racial quotas are often established as means of diminishing racial discrimination addressing under-representation and evident racism against those racial groups or the opposite against the disadvantaged majority.

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