EEOC Case Study.docx IOP 460 EEOC Case Study Organizational Cultures/IOP 460 Univers

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EEOC Case Study.docx IOP 460 EEOC Case Study Organizational Cultures/IOP 460 University of Phoenix EEOC Case Study: Racial Discrimination There are a lot of people who have encountered or witn... essed a situation where there was treatment that was unfavorable due to the race they are. The color of their skin color, hair, or facial features dictated how they were treated or who was chosen over the next person. It does not stop there, once they find out who you are married to or associated with, they can also hold that against you. Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of race and ethnicity, as well as national origin, sex, and religion. It applies to employers with 15 or more employees, including state and local governments. EEOC's Priorities Company X hired and handed the company to the eldest family, took over a company who has 99% Caucasian employees and 98% male. The eldest family member who is the CEO now, knows that his management team and their supervisors need to be prepared to face the cultural diversity changes, that need to be ethical and adhering to the EEOC statutes. He has tasked out his management team to uphold these standards and develop strategies to keep its family culture going. The law does forbid discrimination when it comes to employment, which includes hiring, firing, their pay, certain job assignments, getting laid off, job training, and benefits. Nature of the Problem The issue with Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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