ACE and Chubb are now one.
ACE has acquired Chubb, creating a global insurance leader
that will operate under the renowned Chubb name.
Learn More Not Now
print   email   Share

Diversity Pays While Non-Diversity Pays Out In Verdicts And Settlements

Written exclusively for ChubbWorks

The Equal Employment Opportunity Commission (EEOC) announced a settlement in a lawsuit filed against a Kentucky printing business. The lawsuit alleged sex discrimination in hiring and workplace sex harassment in violation of Title VII of the Civil Rights Act of 1964.

As part of the settlement, the employer will pay more than $625,000 to all affected female employees. Another printing firm has since purchased the assets of the defendant employer and has closed down operations in Kentucky. "DDZ To Pay $625,400 To Settle EEOC Sex Discrimination Lawsuit," (Apr. 16, 2018).

Commentary and Checklist

A 2014 Gallup poll found that gender-diverse workplace teams experienced higher levels of performance than less-diverse groups, resulting in higher revenues for the employer.

Diversity is good for productivity and business. If gender discrimination is reported in your workplace, it is time to audit your hiring practices to determine the gender percentages. If there is a discrepancy, investigate the causes to determine.

It may be necessary to conduct a comprehensive training program that communicates your anti-discrimination policy to all employees, as well as specific training for managers and supervisors on how to make hiring, assignment, leave, scheduling, promotion, and other employment decisions in a non-discriminatory manner.

The following suggestions can promote a hiring process that is free from discrimination:

  • Create a detailed job description for each position that lists the essential functions of the job.
  • Use that job description to develop specific non-discriminatory criteria to be used for hiring and promotion.
  • Be sure to follow established criteria consistently for every applicant, and focus on qualifications, work experience, and accomplishments.
  • Implement a process for reviewing applications that is blind to gender.
  • Make certain job openings are communicated to all eligible employees without assuming employees are not interested or capable because of gender.
  • Train supervisors and managers responsible for hiring or promotions on how to avoid discriminatory behavior and practices in the hiring process.
  • Immediately investigate all complaints of discrimination, and specifically prohibit retaliation against individuals who report discrimination.
Finally, your opinion is important to us. Please complete the opinion survey:


Log-in to access Training Modules, Article Archives, Model Policies and more!

Latest Numbers

Unemployment Rate

3.9% in Apr 2018

Payroll Employment

+164,000(p) in Apr 2018

Average Hourly Earnings

+$0.04(p) in Apr 2018

Employment Cost Index (ECI)

+0.8% in 1st Qtr of 2018


+0.7% in 1st Qtr of 2018

Source: Department of Labor

Chubb Offers for Employment Practices Liability (EPL) Insured:

Loss Prevention Reimbursement Credit

HR Acuity On-Demand

Best Practice Minute

Available presentations

What's New

An Enterprise-Wide Cybersecurity Plan: A Crucial Step For Protecting Data

Not having a cybersecurity plan with human oversight left the U.S. Department of the Interior vulnerable to data breaches. We examine what this means for your organization. Read More

Keeping Your Private Data Private After Facebook And Cambridge Analytica

Many users no longer trust Facebook to protect their personal information. Learn some protection steps, should you choose to continue to use it. Read More

How A Microsoft Word Document Is Used To Deliver Malware

Cybercriminals are increasingly using Microsoft Office documents as vehicles for malware. Learn how software and employee training can reduce your risk. Read More