In November 2016 the EEOC issued its new Enforcement Guidance on National Origin discrimination. This updated the organization’s last enforcement guidance on this topic issued in 2002. Over the past 15 years national origin discrimination complaints have increased by more than 17%. The purpose of the enforcement guidance is to allow the public to understand the EEOC’s interpretation of the law and to give employers tips to avoid engaging in discrimination.
How to Avoid Blind Spots and Protect Your Business and Employees
Caring, common sense and simply following the “Golden Rule” can go a long way towards creating a business environment that ensures equal treatment for all and an absence of discrimination and harassment. But business owners, like all of us, have blind spots that must be recognized and looked for to determine whether exposures that could unknowingly lead to EEOC inquiry or investigation are present in their workplace.
When it comes to avoiding EEOC scrutiny and investigation, smart employers do not assume that they “already know everything they need to” or that “just using common sense is enough.” Other organizations have learned the hard way that simplistic and short-sighted approaches are not sufficient. To protect your organization from costly and undesired EEOC inquiries and ensure your employees enjoy a workplace free of discrimination and harassment, a deliberate and disciplined approach is required. Below are nine musts that can help foster an effective, EEOC-compliant workplace: