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Presents…
by Caballero, Yenie Cruz, Gia  Exantus, Jean  Gethers, Brenda
You are a mid-manager  in a large company.  You have a  supervisor position  reporting to you that is now  vacant .  You have identified your  preferred candidate , but your boss is blocking the promotion.
You  believe  his  actions are racially and/or sexually-motivated , because the individual you want to promote is an  African-American woman .     
Is it discrimination? Adverse Action:  Blocked Promotion
Get Confirmation before taking it up to  Human Resources! ,[object Object],[object Object],[object Object],[object Object]
 
Step 2.
[object Object],[object Object],[object Object],[object Object],Step 3.
[object Object],[object Object],[object Object],[object Object],Step 4.
Principles of non discrimination which emphasizes that opportunities in education, employment, advancement, benefits and resource distribution, and other areas should be freely available to all citizens irrespective of their age, race, sex religion, political association, ethics origin, or any other individual or group characteristic unrelated to ability, performance, and qualification.
Asian, American Indian or Alaska Native, Black or African American, Native Hawaiian or  Other Pacific Islander Hispanic or Latino And…Multiracial.
SNAPSHOT OF DISCRIMINATION CHARGE FILINGS WITH THE EEOC NATIONWIDE http://www.eeoc.gov/eeoc/newsroom/release/3-5-08.cfm
1) Document the refusal to promote the candidate either via email or memorandum. 2) Take the issue to Human Resources. Step 5.
You might be thinking… “ Reporting this may result in my higher up being terminated…”    What else can you do? If you are not part of the solution, you are part of the problem.
Affirmative Action Safeguard
 
The responsibility of meeting employment goals and providing equal access and equal opportunity rests with those responsible for  the hiring decisions.
[object Object],[object Object]
If you feel you have been discriminated against and you are a member of   a protected class: ,[object Object],[object Object],[object Object],[object Object],[object Object],EEO Laws: http://www.archives.gov/eeo/laws/index.html
[object Object],[object Object],[object Object],[object Object],Keep in mind…
Additional Resources & Credits ,[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object],[object Object]
[object Object],[object Object],Press Esc to Exit

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Group 2 class_presentation

  • 2. by Caballero, Yenie Cruz, Gia Exantus, Jean Gethers, Brenda
  • 3. You are a mid-manager in a large company. You have a supervisor position reporting to you that is now vacant . You have identified your preferred candidate , but your boss is blocking the promotion.
  • 4. You believe his actions are racially and/or sexually-motivated , because the individual you want to promote is an African-American woman .    
  • 5. Is it discrimination? Adverse Action: Blocked Promotion
  • 6.
  • 7.  
  • 9.
  • 10.
  • 11. Principles of non discrimination which emphasizes that opportunities in education, employment, advancement, benefits and resource distribution, and other areas should be freely available to all citizens irrespective of their age, race, sex religion, political association, ethics origin, or any other individual or group characteristic unrelated to ability, performance, and qualification.
  • 12. Asian, American Indian or Alaska Native, Black or African American, Native Hawaiian or Other Pacific Islander Hispanic or Latino And…Multiracial.
  • 13. SNAPSHOT OF DISCRIMINATION CHARGE FILINGS WITH THE EEOC NATIONWIDE http://www.eeoc.gov/eeoc/newsroom/release/3-5-08.cfm
  • 14. 1) Document the refusal to promote the candidate either via email or memorandum. 2) Take the issue to Human Resources. Step 5.
  • 15. You might be thinking… “ Reporting this may result in my higher up being terminated…” What else can you do? If you are not part of the solution, you are part of the problem.
  • 17.  
  • 18. The responsibility of meeting employment goals and providing equal access and equal opportunity rests with those responsible for the hiring decisions.
  • 19.
  • 20.
  • 21.
  • 22.
  • 23.