Tell the EEOC to Enforce the Age Discrimination in Employment Act!

The EEOC has to adopt a new strategic plan and is seeking comment (until 5 p.m .ET on January 8, 2018) about what it should do.

To weigh in, go here or to https://www.regulations.gov/document?D=EEOC-2017-0005-0001.

It’s your opportunity to demand that the EEOC properly enforce the Age Discrimination in  Employment Act of 1967. The Strategic Plan is a framework for the allocation of  EEOC resources. You can be sure that employers and their advocates will weigh in.

In recent years, the EEOC has become a lap dog to corporate interests.

A main focus of the EEOC today is providing free mediation to resolve discrimination complaints. Mediation outcomes almost always favor the company –  not clueless, unrepresented discrimination victims – while saving employers potentially millions of dollars. For good measure, the EEOC assures discriminatory employers anonymity so that workers back at the farm will remain ignorant.

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EEOC Lags Behind Business on the Appropriateness of Hiring for “Cultural Fit”

EEOCThe EEOC recently condoned a hiring manager’s selection of job candidates based upon “cultural fit,”  despite the fact this concept is increasingly disfavored in the American business community.

According to a March 21, 2017 article at Forbes.com, The End of Cultural Fit, the concept of ‘cultural fit’ was once the bedrock of corporate recruiting but today is widely considered taboo because it is fraught with bias.

“In some organizations ‘culture fit’ has become a weaponized phrase that interviewers use as a blanket term to reject candidates that don’t match the hiring manager’s view of the ideal candidate; and as such, it has become the embodiment of unconscious bias. ” writes author Lars Schmidt.

Overwhelming research shows that hiring managers harbor implicit or subconscious bias, including irrational prejudice or harmful stereotypes.

“Most interviewers are more likely to hire people like themselves and discount those who are different. This type of thinking hinders diversity and leads to homogenous cultures,” writes Schmidt.

Memo to EEOC: Even Facebook prohibits the use of the term “cultural fit”  in hiring because it invites bias.

Continue reading “EEOC Lags Behind Business on the Appropriateness of Hiring for “Cultural Fit””