Seven Key Components of EEOC Training
The Equal Employment Opportunity Commission solved over 70,000 workplace discrimination cases in 2020. Even so, it is still prevalent in the workplace. Without the proper knowledge and tools, you will make the same mistakes.
Sometimes, the offender has no idea their actions are discriminatory. For example, some managers may subconsciously favor a male employee for promotion.
For this reason, proper EEOC training is a must for everyone in the workplace. It helps you learn more about offending behaviors. Keep reading for a good starting point:
1. EEO Laws
The first thing to learn in an EEOC training seminar is the active laws. For example, Title VII of the Civil Rights Act of 1964 protects employees.
The law protects both applicants and employees in any workplace setting, including:
- Wages & benefits
- Assigning work
During training, you also learn about Title I and Title V of the Americans with Disabilities Act of 1990. It reviews the Age Discrimination in Employment Act of 1967 and other laws.
EEOC also requires employers to put an “EEO is the law” poster in the workplace. It summarizes the laws about discrimination. At the same time, it details the steps employees should take if they believe they are a victim.
2. Employment Discrimination Types
How do you if you or a co-worker is a victim? First, you must know the types of discrimination in an office setting.
In general, EEOC aims to prevent discrimination based on:
- National origin
Discrimination happens when a victim experiences harassment or unfair treatment.
For example, a manager breaks the law when they reject an applicant due to their LGBTQ+ membership. In most cases, sexual orientation will have no bearing on doing the job.
A minority getting bullied or harassed due to their race also have legal grounds for a complaint. People associating with someone with these protected characteristics may also become a victim.
3. Prevention Steps
Agencies must be proactive in preventing discrimination in the workplace. For this reason, they must conduct training, disseminate information, and develop policies. When employers are reactive, they stand to lose more in the long run.
The companies must be proactive in assessing their performance each year. Their employees must know which behaviors are acceptable. Otherwise, the workplace atmosphere becomes oppressive.
An employer should have proper guidelines about the accommodation of the protected classes. A religious person, for example, may make a reasonable request to allow them to perform their jobs.
A part of preventing office discrimination is making sure your employees are well-informed. Look for the best EEOC training institute if you need help creating a welcoming culture.
4. Your Rights
Do you know about your rights in the workplace? Learn the five basic ones beforehand. These apply to applicants, employees, and even former employees:
- Work free of discrimination
- Work free of harassment
- File a complaint without fear of retaliation
- Request accommodation for a disability or religion
- Keep your medical information private
Participating in EEOC training also helps you learn more about discrimination and harassment. What types of behavior should you not tolerate? Which ones do not fall under these laws?
For example, the laws will not protect you from office gossip. However, an offending action is never acceptable. It includes bullying due to your religious beliefs.
Through EEOC harassment training, you can better protect yourself. It also prevents unwarranted accusations and wasted time and effort.
5. Responsibilities of Employees
EEO training helps employees understand their responsibilities, as well. For one, you should never participate in any form of violence or harassment toward a co-worker. Racial jokes are unacceptable, and so are sexual comments.
If you notice these things happening, you must inform your employer, as well. Find out whom you should contact and how you can file a report. You can ask about your policies or refer to the EEOC poster mentioned above.
All employees must undergo EEOC anti-harassment training to learn the proper workplace conduct. Today, some offending behaviors go under the radar because of old habits. With the correct information, you can avoid or spot transgressions when they occur.
6. Responsibilities of Managers and Employers
Managers must not perform any discriminatory act in any workplace situation. They are also responsible for accommodating their employees, regardless of religion or disabilities.
If a report comes through, managers must act upon it right away. They should not retaliate or draw punishments to the one who reported the incident.
To ensure they can enforce proper behaviors, they must undergo EEOC civility training. It clarifies acceptable conduct and encourages conflict resolution.
Agencies are also responsible for everything happening within the office. When a discrimination incident occurs, they should launch an investigation right away.
They must pick the correct disciplinary actions. At the same time, the agency should give an acceptable resolution to the victim.
Failure to create an anti-discriminatory environment makes the agency liable. They are responsible for crafting policies, informing the employees, and enforcing the rules.
7. Legal Compliance
At EEOC compliance training, you learn to follow all the laws and requirements. Are you complying with all the directives?
An Agency Head or Agency Head Designee must follow the laws, regulations, and instructions. They must submit reports to the EEOC about their programs and accomplishments.
Never hesitate to talk to an EEOC representative for guidance on the best practices. You can also join the organization’s no-cost outreach programs. To learn more about the laws and procedures, ask about the resources they can provide.
Learn More About EEOC Training
Employees, managers, and business owners must all join the EEOC training. After all, they all have rights and responsibilities in the workplace. Each one has a role in preventing a hostile atmosphere.
Learning about acceptable behaviors helps create a more welcoming environment. Paying attention to the needs of the protected classes helps end workplace discrimination.
Did you find this guide helpful? To learn more about training and compliance, contact us today.
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