Workplace Discrimination Prevention
Online Training Certification Course
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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)
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?
- 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
- Additional Resources
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.
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