EEOC Adverse Impact Ratio Analysis in the hiring, promotion and separation process using Gender and Ethnicity

EEOC on Hiring, Promotion and Separation Process using Gender and Ethnicity
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EEOC on Hiring, Promotion and Separation Process using Gender and Ethnicity
Equal Employment Opportunity Commission (EEOC) is a U. S agency bestowed with the responsibility of enforcing federal regulations that govern and protects American job seekers or employees against discrimination and operation in the workplace. Essentially, EEOC peruses complaints raised by job applicants and employees about hiring, firing, and separation on the basis of color, age, origin, gender, ethnicity, race, pregnancy, sexual orientation and aspect of disability. In addition, EOCC partners with these federal agencies to further the goal of equality. The diversity of the U.S workforce has been in the spotlight in the past years following the rampant discrimination on the basis of gender and ethnicity, which have been seen some improvement recently. Women have always been on the receiving end when it comes to matters of gender discrimination since it comes in many different forms for women working today. According to the Women Bureau (WB), about four in ten working women in the U.S, translating to 42% have faced discrimination in the workplace. Women are discriminated by earning a lesser salary, sexually harassed, and underrated and inequitably supported compared their male counterparts. The issue of ethnicity discrimination has also been very prevalent in the U.S where many employees have discriminated origin, which is judged by their place of birth, accent, and dressing code. Therefore, the paper seeks to examine how the impact of EEOC adverse impact ratio analysis in the hiring, promotion and separation process using gender and ethnicity.
In the context of employment practice in the corporate field, adverse impact refers to a disparity in the process of hiring, promotion, and separation. In other words, adverse impact is a substantially a different rate of selection in employment decision that adversely affects a protected group. A protected group can be classified based on the aspect of race, color, religion, and gender and origin EEOC in collaboration with the Department of Justice, Civil Service Commission, and the Department of Labor have designed a set of procedures that provide information of guidelines that determine what constitutes a discriminatory test surrounding employment testing, as well as all personnel decisions (Morris & Dunleavy, 2016). Understanding the adverse impact ratio helps the concerned government agencies to correct any personal process that has been identified to contain the disparate or adverse impact (Morris & Dunleavy, 2016). Adverse impact occurs when employers employ uniform standards or procedures are applied to every job applicant despite their differing qualities, hence causing a disadvantage to a particular group.
In essence, the adverse impact ratio is determined by either using the 80% or the four-fifths rule. According to the two rules, an evidence of adverse impact is substantial if the selection rate of a specific group, which is race, ethnicity, and gender falls below four-fifth or 80% of the group with the highest proportion (Morris & Dunleavy, 2016). All emp...