EEOC Small vs. Large The laws, standards and structures regarding fair hiring practices have been the main purview of the Equal Employment Opportunity Commission (EEOC) since its inception. Indeed, any instances of disparate treatment (overt racism) or disparate impact (tactics that may or may not be intentional but that hurt protected classes nonetheless) should be monitored and dealt with. However, not all of the structures and frameworks the EEOC uses are uncontroversial and clear-cut. The recent mandates and suggestions about hiring people with criminal histories including felons is a good example. However, the different treatment under the law for smaller businesses vs. larger business makes a lot more sense and is fairly easy to justify (EEOC, 2014).

EEOC Small vs. Large

The Equal Employment Opportunity Commission (EEOC) has as its central mission leveling the playing field for people in protected statuses such as women, blacks, Hispanics and, as of late, even prior felons and disabled people. However, the way in which the EEOC treats small businesses vs. large business differs quite a bit as either a different proverbial yardstick is used for small business or a small business might even be exempt from a certain standard or rule. A different standard is often applied to a large business as compared to a small business. However, while this may seem to be wrong-headed, there is a reason for it and it does make sense (EEOC, 2014).

Analysis

As one might imagine, the main reason for holding smaller and larger businesses to a different standard is size. The standard actually applies to all smaller or even more specialized organizations that are non-profit or even governmental in nature. Per the EEOC's website, a "small business" is defined in section 3 of the Small Business Act. A "small organization"...

A small governmental jurisdiction are governmetns of cities, counties, towns, townships, villages, school districts and/or special districts that have an overall population of less than 50,000. When it comes to the businesses in particular, what defines a "small business" actually varies by jurisdiction so that is why a flat number is not used in all instances. The variance for smaller organizations is granted by what is known as the Regulatory Flexibility Act (RFA) whereby smaller entities are not required to follow the same rules and/or standards (at least not to the same extent) as their larger and more robust brethren (EEOC, 2014).
The main reason for the different treatment is to prevent an undue burden from being placed on smaller entities in terms of who could or should be hired and why. The economic impact of forcing a smaller business to comply with certain ratios and the concepts of disparate impact whereby the minority levels are looked at in terms of percentage is something that might not reasonably be followed by a smaller business. A primary reason for this different standard is mathematics. Let us say that blacks make up 15% of the population. For an employee that has 1000 employees, there should roughly be 150 blacks or partially black people at that employer as that would be a representative portion of that area's population. If that ratio is not met, then the reasons should be looked into. There may or may not be an illegal reason for that ratio not being met but the EEOC would want to make sure that the employer was not doing something improper. However, with an employer that only has four people, having one person that was black would meet the standard but having none would be a fat zero. However, there is a…