April 4, 2016
It is important to manage cultural diversity and to prevent discrimination in the workplace. It is also important for employees to understand and practice workplace equity and inclusion. Companies that are committed to measurable change by educating employees will ensure success in functioning in a globally diverse environment.
Discrimination in the workplace is difficult to work against. Companies can develop seminars and classes to work against discrimination and at the same time will educate employees to promote tolerance and awareness. This education process can prevent discrimination, abuse, and harassment at the workplace. Implementing this education process in organizations will maintain reasonably fair treatment among every race and gender. This will promote equality in the workplace, which will decrease the risk of an employer being accused of discrimination.
In the provided scenario, John, an employee in a private sector, is filing a discrimination complaint against his employer. We will describe the civil litigation and discrimination complaint process from the private sector perspective.
When an employee believes they have been discriminated against, a remedy is filing a claim with the Equal Employment Opportunity Commission (EEOC). The claim must be filed within 180 days of the discrimination incident. Once the discrimination complaint is filed, the employer of the private sector company receives the complaint notice within 10 days of being filed (EEOC, 2016). The Settlement process begins when John files the complaint with the EEOC.
The Equal Employment Opportunity Commission (EEOC) “enforces Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), Americans with Disabilities Act (ADA), Equal Pay Act of 1963 (EPA) and Rehabilitation Act of 1963” (p....