First Known Use of equal opportunity employer , in the meaning defined above. Learn More About equal opportunity employer. Share equal opportunity employer Post the Definition of equal opportunity employer to Facebook Share the Definition of equal opportunity employer on Twitter. Time Traveler for equal opportunity employer The first known use of equal opportunity employer was in See more words from the same year.
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When an organisation supports the principle of equal opportunities for all, employees can rest assured that they will not be discriminated against in the workplace. Employees are more committed to working hard when they know that they have equal opportunities for advancement and there are no barriers to job progression.
Also, knowing that they are evaluated solely on their on-the-job performance and measurable merits empowers employees and encourages them to do their best. What Is Discrimination? What Does Equal Opportunities Mean? This means every individual should have: An equal chance to apply and be selected for posts pre-employment An equal chance to be trained and promoted while employed with the organisation An equal chance to have their employment terminated equally and fairly Denying any employee or prospective employee their right to equal opportunity in the workplace is tantamount to discrimination, which is considered unlawful under the Equality Act Gender reassignment Religious background Discriminating against workers because of any of the nine characteristics is against the law.
What This Means For Employees To comply with the terms of the Equality Act, employers must have policies in place and must adhere to certain practices that aim to prevent accident claims , discrimination and foster equal opportunities within the organisation. As a worker, you have a right to: Fair practices and behaviour in the workplace Fair allocations of workloads Equal access to benefits and conditions A workplace that is free from unlawful discrimination, harassment or bullying at work Competitive merit-based selection processes for recruitment and promotion Fair processes to deal with work-related complaints and grievances If any of these rights are breached or your employment is terminated and you deem it as unfair dismissal an employment solicitor should be able to offer you their expert opinion.
Establishing Equal Opportunities During The Recruitment Stage All employers must follow certain procedures for recruitment to ensure that all applications are treated appropriately and fairly and that, all things being equal, no candidate is rejected because of their age, gender, race, sexuality or any other protected characteristic. This means recruitment procedures must meet the following criteria: The job description must be set so that all applicants are assessed against the exact same criteria and nothing else.
All questions that are not relevant to the job must be excluded from the questionnaire. Applicants should not be asked about their age, race, religion or any other protected characteristic. Female applicants must be treated the same as male applicants. Also, there are strict time limits for filing a charge. The fact that the EEOC has taken a charge does not mean that the government is accusing anyone of discrimination. The charging party has alleged that an employer has discriminated against him or her and it is the EEOC's job to investigate the matter to determine whether there is reasonable cause to believe that discrimination has occurred.
The laws enforced by EEOC require employers to keep certain records, regardless of whether a charge has been filed against them. When a charge has been filed, employers have additional recordkeeping obligations. The EEOC also collects workforce data from some employers, regardless of whether a charge has been filed against the company.
Employers are required to post notices describing the Federal laws prohibiting job discrimination based on race, color, religion, sex including pregnancy , national origin, age 40 or older , disability or genetic information. While the information in this section of our website applies to all employers, it has been specifically designed for small businesses which may not have a human resources department or a specialized EEO staff.
We realize that the information provided here may not answer all of the sophisticated legal issues that can arise in employment discrimination cases.
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