Describe key provisions in Title VII of the Civil Rights Acts of
Show how women are affected by pay, job assignment, and career
issues in organizations.
1964 and 1991
Show how women are affected by pay, job assignment, and career
issues in organizations.
Define the two types of sexual harassment and how employers should
respond to sexual harassment complaints.
Identify two means that organizations are using to deal with the
aging of their workforces.
Discuss how reasonable accommodation is made when managing
individuals with disabilities and differing religious beliefs.
Evaluate several arguments supporting and opposing affirmative
action.
Explain diversity management and discuss why diversity training is
important.
CHAPTER 3: EQUAL EMPLOYMENT OPPORTUNITY
Chapter
Overview
This chapter explores the concept of equal employment
opportunity. It first briefly describes
the history of Equal Employment Opportunity (EEO) in the United States and explains
protected categories, disparate treatment, and disparate impact. Then
additional EEO concepts such as business necessity and job relatedness, bona
fide occupational qualification (BFOQ), burden of proof, and non-retaliatory
practices are discussed.
Next the chapter covers the provisions of the following federal laws
that forbid discrimination in employment and/or require affirmative
action: Title VII of the Civil Rights
Act of 1964, Executive Orders 11246, 11375, 11478, and the Civil Rights Act of
1991. Also issues around managing racial issues and racial harassment are
included. Affirmative action and affirmative action plans are explained and the
debate about affirmative action is included.
Then discrimination laws and issues dealing with sex and gender are
explored. This discussion includes the topics of pregnancy discrimination,
equal pay, and sexual harassment. Issues dealing with individuals with
differing sexual orientations, nepotism, and consensual relationships at work
are also presented. The section ends with a discussion of sexual harassment
including the different types of sexual harassment, employer responses,
liability, and harassment likelihood.
The next section deals with discrimination and issues surrounding
individuals with disabilities. The Americans with Disabilities Act (ADA) is
discussed including the definition of disabled, mental disabilities, and
amendments to ADA included in ADAAA. Genetic bias regulations including the
Genetic Information non-Discrimination Act (GINA) are presented. The section
ends with a discussion of managing disabilities in the workforce including
common means of reasonable accommodation.
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