Workplace Discrimination Prevention

Online Training Certification Course

From the highest rated and most trusted online training company - since 2008.

Discrimination can occur during the hiring process, throughout employment, and at the time of voluntary or involuntary employment termination. It can take many forms. Lack of equal opportunity or pay, company policies that make specific groups uncomfortable, and direct or indirect harassment are just a few examples of how workplace discrimination functions.

Discrimination is detrimental to the workplace. In addition to causing discomfort, it prohibits employees and prospective employees from reaching their personal potential. The consequences of discrimination are emotional and financial, holding people back from being hired or receiving proper training, mentoring, promotions, or equal pay.

This course is for:
Because discrimination can occur at any workplace, all employers should make it a priority to provide safety training for their employees. All members of an organization's workforce should participate in discrimination training, including employees, managers, supervisors, contract workers, and volunteers. Online training should be part of a comprehensive approach to reducing the risk of workplace harassment.

Case Study: In 2017, Harvard Business Review analyzed data gained from studies related to racial discrimination during the hiring process. Researchers reviewed 24 field experiments performed since 1990: These experiments offered data from more than 54,000 applications for more than 25,000 positions.

The study concluded that, "white applicants received, on average, 36% more callbacks than Black applicants and 24% more callbacks than Latino applicants with identical résumés."

Key Takeaway: Studies prove that discrimination plays a role in the hiring process. The more it affects you, the more likely you are to see it.

Available languages: 100+ languages - translation provided by Google Translate (Select Language bottom of page)

Governing Regulations

Discrimination in the workplace is regulated by the Equal Employment Opportunity Commission (EEOC). The EEOC is a U.S. federal agency responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. The EEOC also investigates claims of retaliation against employees who report discrimination.

The United States Code of Federal Regulations (CFR) publishes the rules and regulations of the U.S. government, including EEOC regulations. The CFR has 50 sections, called titles; titles are subdivided into parts. Each title represents a broad area subject to federal regulation. Discrimination in the workplace is governed by the following laws and regulations:

29 CFR §1603-§1606
29 CFR §1625 and §1626
Title VII of the Civil Rights Act of 1964 (including the 1978 Pregnancy Discrimination amendment)
The Equal Pay Act ( EPA)
Title 1 of the Americans with Disabilities Act (ADA)
The EEOC Compliance Manual Section on Race and Color Discrimination (Section 15)

What You'll Learn

Introduction to Workplace Discrimination

Overview of Applicable Regulations
Key Terms
Workplace Harassment
Workplace Discrimination Statistics

Regulations Regarding Discrimination

The Equal Employment Opportunity Commission
Title VII of the Civil Rights Act
The Pregnancy Discrimination Act
The U.S. Supreme Court Ruling Related to Title VII of the Civil Rights Act
The Equal Pay Act
The Age Discrimination in Employment Act
The Americans with Disabilities Act
The Genetic Information Nondiscrimination Act
Responsibilities of the Employee and Employer

Race and Color Discrimination

Defining Race and Color
Defining Race and Color Discrimination
Recognizing Race and Color Discrimination
Race and Color Harassment
Recognizing Racial Bias
Implicit Racial Bias in Work Assignments
Implicit Racial Bias in Employee Evaluations
Implicit Racial Bias in Training and Constructive Feedback
Implicit Racial Bias in Workplace Networks
Racial Bias in Appearance and Grooming Standards
Implicit Racial Bias in Compensation
Implicit Racial Bias in Discipline and Discharge

Discrimination on the Basis of Sex

Defining Sex Discrimination
The Pregnancy Discrimination Act
The Equal Pay Act
Marriage and Parenthood Discrimination
Definition of Sexual Harassment
Sexual Harassment in the U.S. Court System
The "Me Too" Movement: From Hollywood to the Board Room

Discrimination on the Basis of Religion

What Is Religion?
Examples of Religious Observances and Practices
What Is Religious Discrimination
Reasonable Accommodation for Religious Practices
Reasonable Accommodation - Voluntary Substitutes
Reasonable Accommodation - Flexible Scheduling
Reasonable Accommodation - Lateral Transfer
Refusal of Reasonable Accommodation
Undue Hardship

Discrimination on the Basis of National Origin

What Is National Origin Discrimination?
Hiring, Promotions, Assignments, and Termination
Example of Unlawful Hiring
Example of Unlawful Failure to Promote
Example of Discriminatory Customer Preference
Example of Job Segregation
Example of Unlawful Assignment
Example of Unlawful Termination
National Security Exception
Citizenship Discrimination
Language Rules
Accent Discrimination
English Fluency
Fluency in Languages Other Than English
Harassment Related to National Origin

Discrimination on the Basis of Age

What Qualifies as Age Discrimination?
Hiring
Seniority Systems
Involuntary Retirement and Tenured Employees

Discrimination on the Basis of Disability

What Is a Disability?
What Is Disability Discrimination?
Disability-Related Questions for Employers
Reasonable Accommodation
Undue Hardship

Employer Responsibilities and Policies

General Employer Responsibilities Related to Anti-Discrimination Policies
Anti-Discrimination Recruitment, Hiring, and Promotion Policies
Anti-Discrimination Terms and Conditions of Employment
Anti-Harassment Policies
Anti-Harassment and Retaliation Training
Required EEOC Poster

Reporting and Resolving Complaints

EEOC Tips for Complaint Reporting and Resolution
EEOC General Roadmap for Harassment Complaint Resolution
How to File an EEOC Complaint
Overview of the EEOC Investigation Process
Mediation and Settlement
The Federal EEOC Complaint Process
Time Limits for Complaints
Retaliation Policy Contents
Retaliation Guidance

Summary

Additional Resources

Exam

It will take a MINIMUM of 2 hours to complete this online course. The student may log on and off as needed. A bookmark will be set so when they log back in they will return to where they left off.

We have no restrictions on how long a person takes to complete a course. Likewise, if you are purchasing for others, we have no time limit on assigning courses, so you can purchase a larger quantity than you currently need and take advantage of volume discounts.

Employers are required by law to provide a safe workplace for all employees. Employers must immediately take action when discrimination occurs. The EEOC and U.S. discrimination laws further state that employers must not just act when discrimination occurs: They must implement programs and training to prevent discrimination. However, leaders and experts in the field of workplace sexual harassment advise that recertification be required annually through in-person or online certification courses.

Each student will receive 0.2 CEUs (or 2 CMEs) from Compliance Training Online® for completing this course.