HR Management EEOC

EEOC are initials referring to the Equal Employment Opportunity Commission. This is a federal agency mandated to eliminate discrimination founded on age, national origin, sex, disability, religion, color, race and all other terms and conditions used in employment. The commission is charged with investigating alleged investigations through different fields making a determination through guidance for collecting evidence. It attempts to reconcile in cases involving discrimination, which leads to the filing of lawsuits. The EEOC oversees the enforcement and compliance of all activities pertaining to equal opportunities of employment among applicants and federal employees. This includes discrimination directed at persons with disabilities (Van, 2010).

How it works

Most organizations are facing challenges of addressing situations of employment discrimination. EEOC is the new straightforward and fair process of filing cases of employment discrimination against organizations. This commission handles discrimination claims against employers, tax agencies and labor unions based on disability, age, religion, national origin, sex, color and race. This commission is charged with handling complaints of discrimination through filing lawsuits against perpetrators of discrimination. This process requires that a victim of discrimination must first file a complaint to the commission. This process follows a stringent period of filing claims, which individuals must abide by (Weiss, 2007).

The role of HR management in guiding the organization in matters of compliance

The human resource department plays a critical role in the establishment of a compliance culture and programs within an organization. Workplace experts argue that HR departments must embrace tools and strengths such as cross-functional silos, value existing competencies and gain knowledge of relevant lawsuits. This suggests that a human resource manager must be aware that expertise and knowledge are the ticket to the success of the organization (Van, 2010). Ethics and compliance programs must be integrated into organizational structures to curb non-compliant practices and provide mechanisms for deterring and detecting non-compliance. Simple policies and programs are not adequate. Surveys indicate that human resource managers have a strategic role to play in...

Human resource managers have a fabulous function of drafting enforcing and deploying workplace policies. They are charged with fielding informal and formal complaints, conducting and directing investigations, recommending required employee discipline and training employees. In many organizations, HR is looked upon as the standard-bearer of compliance and ethics; in fact, many employees starting with HR are leading this function. However, organizational silos are likely to interfere with the effectiveness when concerns or complaints are not shared. HR ensures that appropriate and clear avenues for raising concerns and monitoring compliance culture and development are set up (Van, 2010).
Discrimination by type

Discrimination by type refers to unlawfully treating someone in a different manner based on the person's sex or gender. According to the fair work Act, an action is categorized as adverse if it is based on factors such as sex or gender; law experts warn that this is an unlawful discrimination (Van, 2010). Discrimination by type refers to the attitudes and beliefs in relation to an individual's gender. Such attitudes or beliefs necessarily carry normal legal implications. Even though factors contributing to gender discrimination vary across countries, the fact is that this is an adverse action directed towards an individual, which would not have taken place of the individual was of a different gender. Discrimination by type is considered a form of prejudice and is illegal in many nations. For example, an individual may be discriminated in a job interview if the interviewers ask discriminatory questions. Employers giving unequal salaries, not promoting or hiring, can also manifest this or terminating an employee based on gender (Daly, 2008).

In the education setting, a student could be excluded from an education program or institution, student loan or opportunity because of his/her gender type. Looking at other types of discrimination, there is direct and indirect discrimination by type. Indirect discrimination is whereby an unnecessary requirement is imposed on a person of a different gender.

Diversity in the workplace

People are unique in their own way. Although…