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Measuring EEO compliance is hard. It's important to have a "bottom line" solution that's easy to calculate, easy to understand, and easy to communicate.
In this installment, we discuss why measuring EEO performance is so hard, talk about some practical solutions, and provide some ideas on how to effectively present the metrics to supervisors, managers, and the C Suite.
Taking a proactive stance on equal employment opportunity compliance is critical for businesses to succeed in the 21st Century. Too often we only think about EEO compliance after the fact - when a complaint is filed with the EEOC, when we receive a scheduling letter from the OFCCP, when litigation is commenced. Proactive compliance efforts not only lead to a reduction in legal expenses, regulatory fines, and the damage of negative publicity, they lead to improved business outcomes. In this installment, we'll discuss the five elements of the business case for proactive compliance efforts.
Diversity and Equity Program Manager, Jacksonville Transportation Authority (JTA)
Ken Middleton is the Diversity and Equity Program Manager at the Jacksonville Transportation Authority (JTA) where he is responsible for the daily administration and implementation of the Disadvantaged Business Enterprise (DBE), Equal Employment Opportunity (EEO), Title VI and Americans with Disability Act compliance programs. He has been employed with the JTA for 13 years. Prior to his current position, Ken worked within JTA's Para-transit office for five 5 years.
Ken currently serves on the Executive Committee for the Florida Unified Certification Program (FUCP) and the Conference of Minority Transportation Officials (COMTO) Historically Underutilized Business Advisory Council for the past seven years. He is a two term Mayoral Appointee to the Jacksonville Human Rights Commission dedicated to eliminating prejudice and the practice of discrimination.
Human resources professional and co-founder of The Millennium Group International LLC, Barbara Mitchell; and expert in EEO and Affirmative Action, and President of The GEMS Group, Ltd., Cornelia Gamlem, co-authors of The Big Book of HR, describe the changes in the practice and profession of Human Resources. Barbara Mitchell and Cornelia Gamlem offer insights into how HR professionals can add real value to an organization through taking an active leadership role. The authors present their thoughts on the changes taking place in the workplace including multiple generations, the impact of globalization,and the impact of technology. The authors share ideas on selecting, engaging and retaining the best talent. They provide ideas for compensation and development packages, as well as their thoughts on conflict resolution and the legal aspects of employment in today's work environment. Learn how to maximize the strategic impact of HR within your own organization.
03/05/2013 - Stephanie R. Thomas at Lunch with DriveThruHR @proactivemployr visits with @bryanwempen @williamtincup & @thehrbuddy about what is keeping them up at night.DriveThruHR was designed to be a captivating and easy-to-digest lunch discourse that covers topics relevant toHR professionals. Each 30-minute episode features a guest speaker who shares her or his knowledge and experience in human resources. Our hosts and specialguest cover a wealth of topics, including HR Technology, Recruiting, Talent Management, Leadership, Organizational Culture and Strategic HR, every day at 12:00 pm Central Time. The radio program is hosted by @bryanwempen @williamtincup & @thehrbuddy - tune in for great HR conversations and follow us on the twitters at@drivethruhr and #dthrhttp://www.drivethruhr.com/http://www.facebook.com/drivethruhrhttp://www.linkedin.com/company/1651206http://twitter.com/drivethruhr
Jois us on SISFI Radio as Mr. Brett A. Scudder interviews Dr. Leah P. Hollis, a noted consultant, scholar, and lecturer. She has an exemplary career in higher education administration and has held senior leadership and faculty posts. Dr. Hollis has taught at Northeastern University, the New Jersey Institute of Technology and Rutgers University. Dr. Hollis received her Bachelor of Arts degree from Rutgers University and her Master of Arts degree from the University of Pittsburgh. She received her Doctorate of Education in Administration, Training, and Policy Studies from Boston University, as a Martin Luther King, Jr. Fellow. Further, she has earned certifications in EEO Law/Affirmative Action and Conflict Resolution and Investigation from the American Association for Affirmative Action Her second book, Bully in the Ivory Tower, shows that 62 % of professionals stated they had been bullied or witnessed bullying in higher education. The general population rate is 37%. Women (47%) and African Americans (80%) and members of the LGBT community (68%) are disproportionately bullied. The average amount of time spent weekly to avoid a bully or strategize about a bully is 3.9 hours costing some colleges and universities millions of dollars a year in lost productivity. For more information, Bully in the Ivory Tower is available on Amazon.com or visit Dr. Leah Hollis and Patricia Berkly, LLC at www.diversitytrainingconsultants.com
As 2012 draws to a close, it's time once again to look back on the year that was. During the past 12 months, we've talked to a variety of leading experts and policy-makers: EEOC Commissioner Chai Feldblum, OFCCP Director Patricia Shiu, civil rights activist Lilly Ledbetter, Former Wage and Hour Administrator Tammy McCutchen, Former EEOC Vice Chair Leslie Silverman, and Harvard Professor Frank Dobbin, just to name a few.
Our guests have shared a wealth of practical suggestions on managing EEO compliance, avoiding employment discrimination litigation, and being a proactive (rather than a reactive) employer.
In this week's episode, we'll be looking back on 2012 and sharing a collection of highlights and best advice from this year's guests.
Host Deardra Shuler interviews motivational speaker Matthew Fogg, the first African American US Marshal to win the largest racial discrimination lawsuit vs. the Dept. of Justice.
Mr. Fogg received the District of Columbia, U.S. Attorney, and Federal Bar Association’s highest law enforcement awards for tracking down over 300 of America’s Most-Wanted and dangerous fugitives charged with prison escape, murder, rape, child molestation, robbery, illegal narcotics trafficking, and other heinous crimes in the U.S. and abroad. Nationally known as a civil rights law enforcement Icon after receiving a 1998, Landmark Title VII civil rights verdict against his employer in federal court for the District of Columbia. The jury awarded him $4-million, reduced to $300,000, finding” the USMS under supervision of the United States Department of Justice (DOJ), was operating as a racially hostile environment for all African American deputy US marshals nationwide.
In 2008, he received the NAACP Barrier Breakers Award as an American who blazed a path for others," and for his valiant stand against the federal blue wall of silence. Mr. Fogg later helped win many favorable decisions before the US EEO Commission by representing other federal employees who blew the whistle on various forms of discrimination. Trained in SWAT, FBI and hand- to-hand combat techniques, he also advocates for the civil rights of citizens in fear of police misconduct and brutality. He has appeared on TV and radio.
He is the National First V.P. (elect) of Blacks In Government and the National VP for Congressional Relations of Federally Employed Women and the National President for FEW Legal & Education Fund Inc..
@proactivemployr ...Stephanie Thomas at Lunch with DriveThruHR visits with Bryan Wempen and William Tincup about HR and whatever else keeps them up at night. DriveThruHR talks about Human Resources with HR professionals, HR vendors and thought-leaders who support HR. We're on every day at lunch time for 30 minutes. Give us a listen at (347) 996-5600 and share your thoughts on twitter using #dthr or @drivethruhr. We talk HR along with lots of clever bantor and thoughts every day at 12 Noon Central time at "DTHR".
EEO/AA: What Employers Need to Know and Why – The Basics with Labor and Employment Law Expert Jonath
Let’s face it, EEOC regulations (and there are plenty of them) are confusing. The Department of Labor and EEOC are slated to receive a record amount of funding in 2010 and this means more enforcement is eminent. Are you aware of your obligations to be an equal opportunity employer? How big of a company do you need to be to worry about this? What are the basics that you need to be aware of?
We’ll cover these basic questions and more with Jonathan T. Hyman, a labor and employment law expert. Jonathan is a Partner at Kohrman, Jackson & Krantz, an industry blogger and frequent guest on various employment law related podcasts.
As 2011 draws to a close, many of us will be reflecting on the year that was. We faced several challenges in terms of EEO compliance, employment practices litigation and regulatory compliance. It's likely that we'll face even more challenges in these areas during 2012.
To help you prepare for what's ahead, we have compiled the best take-away advice from this year's podcast guests. These take-aways highlight the main issues and provide suggestions on what you can do now to prepare yourself and protect your organization in the coming year.
Do you know how to safely hire employees? It’s not as simple as you might think, and changes to the regulatory environment are complicating matters. You not only need to have a set of policies, procedures and practices in place, you also need to understand – really understand – the federal and state regulations governing applicant screening and hiring. Do you know what the new EEOC guidance on the use of criminal records to screen potential candidates means? Are you complying with the Fair Credit Reporting Act in your hiring process? Is your applicant tracking system capturing all of the required EEO data? In this episode, we're joined by Lester Rosen and Joel Passen. We talk about “Safe Hiring”, the elements of a safe hiring plan, the most common questions and concerns employers have about hiring, what candidate information is required, what you can ask for, and what you should avoid, and how to implement a Safe Hiring Program in your company.
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