The EEOC and Non-Discrimination Hiring Practices
The EEOC outlines mandatory to practice as well as policies that companies ought to follow to safeguard equal employment. Among them is the requirement to hire employees against a backdrop of non-discrimination qualifications. Primarily adhering to such a practice requires that companies ought to hire individuals based on their skills and not their background. Interestingly, the method requires a cross-cultural working force within any company.
Hiring Individuals with Disabilities
Additionally, the EEOC mandates that hiring individuals who are legally disabled are necessary for a diverse, capable working environment. As such, a company may be required to provide the essential resources that would make the working environment for those who are disabled more relaxed and more comfortable. For instance, if a person is deaf, provision of a sign language interpreter is mandatory to ease communication.
Limiting Discriminatory Hiring Processes
As such, there are numerous ways in which a company can limit discriminatory hiring process. Primarily, the organizations can include a selection criterion algorithm which ensures that if one position ought to fill by a Latin America employee, it is only guaranteed for such races. The EEOC provides that the management should authorize hiring and if the decision is to hire based on race or ethnicity, then there should be an allocation degree for the position.
Improving the Recruitment Process
Finally, resolve to improve a recruitment process is to define the requirements of the positions to be filled. For example, if the position requires women, disabled or people above a certain age, then the company has to specify it in the publication for job employment. The process of determining who is the right candidate for the job.
