Reference no: EM133836016

Question

How would you respond andwhat would you say to the peer on this post? An organization that doesn't prioritize equal Employment Opportunity (EEO) in their HR policies not only breaking the law but also missing out scouting talented individuals.

Title Four of CRA prohibits discrimination based on sex, gender, race, color, or national origin. This covers employers with fifteen or more employees working twenty or more weeks per year; labor unions; and employment unions.

Bias can be addressed by taking out specifics like names and demographics from applications and resumes during initial screenings.

Apply a variation of recruitment channels to reach a wide group of candidates from diverse backgrounds. This is just the few of steps that can take to stop bias and guarantee that EEO procedures are fully integrated into all stages of the employment process.

Employees, supervisors, and other Knowledgeable sources must meet, and deliberate possible problems related to safety.

One way of accomplishing this is the job hazard analysis technique. With this method, each job is broken down int basic elements, and each of these is ranked for its possible harm or injury.

If there is an agreement, that an element of the job has high hazardous material, the group isolates the element and deliberates possible technological resolutions or behavior to diminish or remove the hazard.

An example is nanotechnology, which involves applications of tremendously tiny products.

Masks and other conventional protective equipment do not essentially stop nanoparticles from entering the body, and their impact on health is not known. Some exposures may be harmless, but researchers are only beginning to learn their impact.