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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," www.eeoc.gov (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.
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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

Productivity

+0.7% in 1st Qtr of 2018

Source: Department of Labor

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