In order to protect your company from suffering serious damage in terms of its reputation, you need to handle discrimination-related complaints with care. Moreover, the financial impact of these complaints often wreaks havoc and some employers struggle to defend themselves in court. When it comes to current staff members, discrimination occurs in many different ways, such as denied promotions. However, it is important to remember that discrimination is also prohibited during the hiring process.
Employers who discriminate against job applicants could face harsh penalties that threaten the stability and future of their business.
Reviewing examples of discrimination against job applicants
The U.S. Equal Employment Opportunity Commission covers a number of examples of discrimination that occurs during the hiring process. For example, it is against the law for employers to discriminate against those applying for a job on the basis of their age (if they are over 40 years old), sex, religious views, disability or racial background. Employers must provide disabled job applicants with reasonable accommodations. Moreover, some employers give tests to job seekers that violate the law, such as tests unrelated to the position which single out applicants from a certain racial background.
Discrimination and job referrals
It is also against the law for employers to focus on a prospective employee’s age, racial background, religious beliefs, sex, national origin or sexual orientation when making hiring decisions regarding job referrals. Sometimes, job seekers falsely accuse prospective employers of discrimination. If false allegations of discrimination have surfaced, carefully pore over the details of the incident(s) and take steps to safeguard your company.
