Thesis Statement For Eeoc Essay
Equal Employment Opportunity Commission (EEOC)
Background Information: Prior to 1965, the United States rarely enforced fair treatment at work. Before federal employment laws were passed, unfair practices were considered the norm, and prejudicial behavior was tolerated in the workplace. Employers were rarely held accountable for their unfair actions. In response to unethical standards at work, Congress established the Equal Employment Opportunity Commission (EEOC) to prohibit inequitable treatment and hold employers accountable. The EEOC regulates laws that protect workers and job applicants from discrimination based on age, disability, or pay inequities, particularly against protected classes, minorities, and women (EEOC, n.d.-b).
Thesis Statement:
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● Point 2: The ADA protects against discrimination towards disabled individuals in the workforce (EEOC, 2003).
● Point 3: The EEOC reviews data to support the EPA and to protect workers against pay disparity (EEOC, 2013).
Point 1: According to federal law, the ADEA protects applicants and employees over 40 from age-based employment discrimination. Biases can occur in many ways. Ageism occurs when people judge another person’s capabilities based on age. Stereotyping occurs when the assumption of that person is used to make decisions (Bjelland et al., 2010, p. 457).
Support 1: Employees cannot be passed over for hiring or promotions, be forced to retire at a certain age, or withheld continuing education or training opportunities (EEOC, 1997). Those over 40 may encounter difficulties securing employment or training opportunities due to discrimination (Johnson et al., 2021, p. 4).
Support 2: The Older Workers Benefit Protection Act (OWBPA) was revised in 1990 to prevent employers from depriving older workers of benefits. Insurance benefits may be more expensive for older employees, causing employers to refuse coverage (EEOC,
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Support 2: According to the EEOC, undue hardship refers to actions requiring an organization to incur excessive costs or difficulties safely performing the job (EEOC, 2003).
Support 3: Pre-offer disability inquiries are prohibited by law. Therefore, employers should refrain from conducting them. Further, discriminating against qualified individuals with disabilities during the hiring and retention processes is unlawful and could result in charges filed by the commission (EEOC, 2003).
Point 3 A primary function of the EEOC is to enforce laws prohibiting gender-based pay discrimination. Title VII prohibits discrimination based on sex, which can result in unequal wages or pay where the EPA has jurisdiction. There are, however, broader responsibilities of the EEOC than those of the EPA. Employers are subject to many laws and regulations, which is why it is critical for the EEOC to enforce them (EEOC,
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