The Equal Employment Opportunity Commission (EEOC) reported that it received over 100,000 workplace discrimination charges for the federal fiscal year 2012.
The most frequently filed charges were in the following categories:
#1 Retaliation – 37,836
#2 Race – 33,512
#3 Sex Discrimination – 30,356 which includes sexual harassment and pregnancy bias.
Additionally, the EEOC collected a record $365.4 million from companies in 2012. The $365.4 million went toward mediation, settlements, and conciliations for 23,446 people – an average of $15,585 per settled issue.
Within the three categories above, the top 10 specific reasons cited for the discrimination charges were:
*Discharge & Constructive Discharge
*Terms & Conditions of Employment
*Harassment & Sexual Harassment
HR POINTER: The above top 10 reasons for charges of discrimination are the most vulnerable areas for any company.
It has been said that 80% of EEOC lawsuits are not the result of outright discrimination, but rather are the result of a perceived insult of inappropriate treatment (i.e., lack of a fair hearing of an issue) that motivates a person to seek “justice” outside the workplace.
Organizations cannot afford to treat these 10 high-profile areas casually.
Supervisors must be trained to understand that as agents of a company, the manner in which they hire, fire, promote, pay, train, assign, and in general treat their direct reports is critical to maintaining a culture in which an employee does not need to seek a 3rd party such as the EEOC or Department of Labor to get a fair hearing of an issue.
For an overview our supervisory training programs, please view the link below: http://www.yourparttimehrmanager.com/supervisor-training/