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LINKEDIN RECOMMENDATION EXAMPLES FOR HUMAN RESOURCES HOW TO

Develop the potential of employees, supervisors, and managers with EEO in mind, by providing training and mentoring that provides workers of all backgrounds the opportunity, skill, experience, and information necessary to perform well, and to ascend to upper-level jobs.

Ensure consistency, i.e., that comparable job performances receive comparable ratings regardless of the evaluator, and that appraisals are neither artificially low nor artificially high. Make sure performance appraisals are based on employees' actual job performance.

Monitor compensation practices and performance appraisal systems for patterns of potential discrimination.

Terms, Conditions, and Privileges of Employment Both the employer that made the request and the employment agency that honored it would be liable.

When using an outside agency for recruitment, make sure the agency does not search for candidates of a particular race or color.

Make sure promotion criteria are made known, and that job openings are communicated to all eligible employees.

For example, if educational requirements disproportionately exclude certain minority or racial groups, they may be illegal if not important for job performance or business needs.

Ensure selection criteria do not disproportionately exclude certain racial groups unless the criteria are valid predictors of successful job performance and meet the employer's business needs.Make sure they are consistently applied when choosing among candidates. Then create objective, job-related qualification standards related to those duties, functions, and competencies. Analyze the duties, functions, and competencies relevant to jobs.Monitor for EEO compliance by conducting self-analyses to determine whether current employment practices disadvantage people of color, treat them differently, or leave uncorrected the effects of historical discrimination in the company.Recruit, hire, and promote with EEO principles in mind, by implementing practices designed to widen and diversify the pool of candidates considered for employment openings, including openings in upper level management.Establish neutral and objective criteria to avoid subjective employment decisions based on personal stereotypes or hidden biases.An alternative dispute-resolution (ADR) program can help resolve EEO problems without the acrimony associated with an adversarial process. This may minimize the chance of misunderstandings escalating into legally actionable EEO problems.

Foster open communication and early dispute resolution.Promote an inclusive culture in the workplace by fostering an environment of professionalism and respect for personal differences.Train managers, supervisors and employees on its contents, enforce it, and hold them accountable. Implement a strong EEO policy that is embraced at the top levels of the organization. Train Human Resources managers and all employees on EEO laws.

LINKEDIN RECOMMENDATION EXAMPLES FOR HUMAN RESOURCES HOW TO

How to Prevent Race and Color Discrimination General