Equal Employment Opportunity Commission (EEOC): Case Study

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The Equal Employment Opportunity Commission (EEOC) is the main federal agency that regulates and enforces federal civil rights laws. The agency protects employees against many civil rights violations, but race, sex, disability, and age discrimination are the most common. The agency also protects employees who have complained from retaliation from employers (Cascio & Aguinis, 2011). The U.S. Equal Employment Opportunity Commission states “Disability discrimination occurs when an employer or other entity covered by the Americans with Disabilities Act (ADA), as amended, or the Rehabilitation Act, as amended, treats a qualified individual with a disability who is an employee or applicant unfavorably because she has a disability.…show more content…
The policy could be improved by adding and utilizing a recruiting practice that demonstrates the company satisfies diversity goals by using a targeted recruiting strategy that balances both performance and diversity in the recruitment and application process. The policy should also state how Johnson & Johnson attracts applicants with diverse demographic backgrounds (Newman & Lyon, 2009). References:
Cascio, W & Aguinis, H. (2011). Applied Psychology in Human Resource Management (7th ed.) Upper Saddle River, NJ: Prentice Hall.
Disability Discrimination. (n.d.). Retrieved from https://www.eeoc.gov/laws/types/disability.cfm
Employee Diversity. (n.d.). Retrieved from https://www.jnj.com/caring/citizenship- sustainability/employee-diversity
Newman, D. A., & Lyon, J. S. (2009). Recruitment efforts to reduce adverse impact: Targeted recruiting for personality, cognitive ability, and diversity. Journal of Applied Psychology, 94(2), 298-317. doi:http://dx.doi.org.libproxy.edmc.edu/10.1037/a0013472
No. 8 Johnson & Johnson Diversity Inc Top 50. (n.d.). Retrieved from
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