The 2019 Hiscox Ageism in the Workplace Study™, revealed that 21% of U.S. workers age 40 and older have experienced discrimination in the workplace due to their age, and respondents believe they're most likely to experience it at age 51. The study also found that 62% of all workers did not receive any form of age discrimination training in the previous 12 months.
Xifeng Wu, an award-winning epidemiologist and naturalized American citizen, quietly stepped down as director of the Center for Public Health and Translational Genomics at the University of Texas MD Anderson Cancer Center after a three-month investigation into her professional ties in China. When she came to the Anderson Center, she had been encouraged to develop and collaborate with Chinese institutions.
It seems we are living in an age where 1960’s racial and gender reporting requirements are archaic. More workers are not identifying themselves by race/ethnicity and/or gender when applying for positions or when onboarding.
Did you know friendship as a hiring factor can beat off a discrimination allegation? A recent Michigan Court of Appeals ruling affirms other court decisions holding the same.
On Friday April 12th, the Office of Federal Contract Compliance Programs (OFCCP) published its proposed new scheduling letters for Service and Supply audits, Compliance Checks, and Focused Reviews. These proposed letters appear to follow a current of the agency to move further left in the enforcement of the OFCCP regulations.
There have been a number of lawsuits filed testing the accessibility of websites and compliance under the Americans with Disabilities Act (ADA). It is costly for organizations to defend these lawsuits, and especially will be as “tester” applicants muddy the waters.
Hiring managers and talent acquisition professionals have all heard the term, go with your gut, but when it comes to making solid hiring decisions, using your head is the best choice.
Wondering how to manage Millennials? Some suggest to stop thinking of them as Millennials as a solution. A study published in the Journal of Managerial Psychology shows there are many more attitude and behavioral differences within generations than between them.
Implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. It sets people up to overgeneralize, sometimes leading to discrimination even when people feel they are being fair. Since implicit bias is unconscious, how do you identify it?
A question that has been pending for many years has been whether applicants, and not just employees, can avail themselves to the Age Discrimination in Employment Act (ADEA) disparate impact provisions.
Following the leads of the U.S. 2nd Circuit and 7th Circuit Court of Appeals, the 6th Circuit Court of Appeals (which includes Michigan) continues the expansion of the definition of “sex” under Title VII and recognizes that discrimination on the basis of transgender and transitioning status or gender identity is discrimination on the basis of sex.
In a case decided Monday by the U.S. 2nd Circuit Court of Appeals, the full court in an en banc hearing definitively decided that Title VII of the Civil Rights Act of 1964 covers sexual orientation as a protected class. What makes this case extremely interesting is that the EEOC and U.S. Department of Justice both filed briefs taking diametrically opposing positions.
Employers who use Facebook job ads to help with their recruiting practices need to be cautious in how they use this approach to reach applicants. A recent federal court lawsuit filed in San Francisco charges 13 companies including Amazon, T-Mobile, and Cox Communications, Inc. with using Facebook’s ad targeting tools to exclude older Americans from job opportunities.
Most employers understand the importance of having a diverse workforce and take positive steps to implement diversity initiatives in their training and recruitment programs. Despite these efforts, unconscious bias can still come into play when it comes to both hiring and employment related decisions.
Ban-the-Box laws were instituted with the idea that by delaying the point in the hiring process in which an employer can ask an applicant about conviction history, the applicants would have a fair chance at gaining employment, but do the laws work?
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