Equitable hiring is critical for your patients and the health of your organization. But when bias creeps into your hiring practices, you wind up with a less diverse, less inclusive, and less effective workplace. The impact of unfair hiring can be felt everywhere, damaging workforce morale and hurting patient well-being. In fact, the American Hospital Association states that “diverse and inclusive hiring is central to health equity.” This means that as the workforce becomes more diverse and equitable, patients also receive more equitable care.

But while it’s easy to say “hire equitably,” it’s harder to put equitable hiring practices into motion. We break down the impact of unfair hiring practices and what you can do to have a more non-discriminatory workplace.

What Is Equity?

The term equity refers to a sense of fairness and justice. While equality in hiring means treating every candidate or employee the same, equity means acknowledging that we do not all start from the same place. In order to be an equitable employer, you don’t just have to treat employees equally—you have to adjust your approach based on your employee’s position.

As an example, a 2021 report found that half of LGBTQ+ community members faced job discrimination. An equal response would involve simply doing your best to ensure that employees are treated fairly. But this response, though well-intended, doesn’t acknowledge the heightened difficulty of navigating a workplace while LGBTQ+. An equitable employer could offer additional resources for members of the LGBTQ+ community to help them air grievances and report bias without retaliation. Another resource could be an anonymous suggestion box, either physical or an online form, so employees can provide feedback without the anxiety.

To read this article in it’s entirety at apploi.com, click here.

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What Is Equal Employment Opportunity?

Equal Employment Opportunity (EEO) refers to the principle that all individuals should have equal access to employment opportunities based on their qualifications, abilities, and experience, without discrimination. It is a legal and ethical framework designed to ensure fairness in hiring, promotion, and other workplace practices.

The Equal Employment Opportunity Act of 1972 was passed as an amendment to the Civil Rights Act of 1964. It expanded the scope of EEO protections to prohibit discrimination based on gender and granted the Equal Employment Opportunity Commission (EEOC) additional enforcement authority.

Key aspects of EEO include:

• Non-Discrimination: Employers cannot discriminate against employees or job applicants based on race, color, religion, sex, national origin, age, disability, or genetic information.
• Fair Treatment: All employees should be treated fairly in terms of wages, working conditions, and opportunities for advancement.
• Legal Compliance: EEO is enforced by various laws and regulations, including the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and others. The Equal Employment Opportunity Commission (EEOC) is the federal agency responsible for enforcing these laws.
• Inclusivity: EEO promotes a diverse and inclusive workplace where different perspectives and backgrounds are valued.

Employers are encouraged to implement EEO policies and training programs to ensure compliance and foster a fair work environment. This includes conducting regular reviews of hiring practices, providing accommodations for disabilities, and addressing any complaints of discrimination promptly and effectively.

To read this article in its entirety at wellhub.com, click here. 

The post Unlock the Power of Equal Employment Opportunity: A Comprehensive Guide appeared first on EOE Journal.

1. Non-Discrimination Policies: Establish clear policies prohibiting discrimination and harassment based on protected characteristics.
2. Fair Hiring Practices: Implement unbiased recruitment and hiring processes, evaluating candidates solely on their qualifications and merit.
3. Reasonable Accommodation: Provide accommodations for individuals with disabilities to ensure equal opportunities in the workplace.
4. Training and Education: Offer diversity, inclusion, and unconscious bias training to promote awareness and understanding among employees and leadership.
5. Equal Pay: Ensure fair compensation and benefits, eliminating disparities based on gender, race, or other protected characteristics.

• Openness to Diversity: Actively seeking diverse candidates and fostering an inclusive environment where everyone feels welcome.
• Unbiased Evaluation: Assessing candidates based solely on their qualifications, skills, and experience, without regard to irrelevant factors.
• Accessibility: Providing accommodations for candidates with disabilities during interviews and assessments.
• Transparency: Communicating clearly about the organization’s commitment to equal opportunity employment and its policies.

The post A Guide to Equal Opportunity Hiring appeared first on EOE Journal.

An Equal Opportunity Employer (EEO) promotes fairness and prohibits discrimination in the workplace based on protected characteristics. Compliance with EEOC regulations is crucial for most US companies. Being an EEO employer fosters diversity, bringing unique perspectives and capabilities, enhancing business success.

Equal Employment Opportunity (EEO) refers to fair, unbiased treatment in the workplace. Employers are prohibited from discriminating against existing or potential employees based on protected characteristics, including:

• Race / color
• National origin / ethnicity
• Religion
• Age
• Sex / gender / sexual orientation
• Medical history

In the US, companies need to comply with the regulations of the Equal Employment Opportunity Commission (EEOC), a regulatory body that enforces a group of federal EEO laws. These regulations apply in every work situation; for example when employers hire, terminate, compensate, promote and train employees. It’s also illegal to discriminate against people who have complained about discrimination.

Most companies with 15 employees or more are legally obliged to follow the equal employment opportunity laws. These include:

• Title VII of the Civil Rights Act of 1964 (Title VII)
• The Equal Pay Act of 1963 (EPA)
• The Age Discrimination in Employment Act of 1967 (ADEA)
• Title I of the Americans with Disabilities Act of 1990 (ADA)
• The Genetic Information Nondiscrimination Act of 2008 (GINA)

Also, the Equal Employment Opportunity Act of 1972 gives the EEOC the authority to sue in federal court cases of unlawful, discriminatory employment practices.

For more details on what is an equal opportunity employer, read our EEO definition and learn the obligations and the exceptions that might impact your business.

To read this article in its entirety at www.resources.workable.com, click here.

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Local Celebrations
As recently as the 1970s, women’s history was virtually an unknown topic in the K-12 curriculum or in general public consciousness. To address this situation, the Education Task Force of the Sonoma County (California) Commission on the Status of Women initiated a “Women’s History Week” celebration for 1978.

The week March 8th, International Women’s Day, was chosen as the focal point of the observance. The local Women’s History Week activities met with enthusiastic response, and dozens of schools planned special programs for Women’s History Week. Over one-hundred community women participated by doing special presentations in classrooms throughout the country and an annual “Real Woman” Essay Contest drew hundreds of entries. The finale for the week was a celebratory parade and program held in the center of downtown Santa Rosa, California.

Mobilizing a Movement
In 1979, Molly Murphy MacGregor, a member of our group, was invited to participate in The Women’s History Institute at Sarah Lawrence College, which was chaired by noted historian, Gerda Lerner and attended by the national leaders of organizations for women and girls. When the participants learned about the success of the Sonoma County’s Women’s History Week celebration, they decided to initiate similar celebrations within their own organizations, communities, and school districts. They also agreed to support an effort to secure a “National Women’s History Week.”

National Women’s History Month
By 1986, 14 states had already declared March as Women’s History Month. This momentum and state-by-state action was used as the rational to lobby Congress to declare the entire month of March 1987 as National Women’s History Month. In 1987, Congress declared March as National Women’s History Month in perpetuity. A special Presidential Proclamation is issued every year which honors the extraordinary achievements of American women.

To read this article in its entirety at naturalwomenshistoryalliance.com, click here.

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I‘ve always subscribed to the “pendulum theory” to help me navigate how things work in the world. I believe there is an inherent fluidity in the way all kinds of things ebb and flow to keep things balanced.

I adopted this belief fairly early in my life; I may have been about 12 years old. I was a child full of despair, and wanted my environment to be anything than what it was. Then one day, without me having a hand in it at all, it changed for the better. I learned at that time, if you wait long enough, everything changes, and that change is
really the only thing we can count on.

We have a choice in how we view what’s happening around us. We can choose to view any situation as one that’s continuously worsening and will continue to do so, or we can choose to recognize that all
situations are temporary…and ultimately the pendulum will swing in the other direction…that change is something we can count on.

When you feel yourself experiencing stress over the way lievolving, pause. Remind yourself that life is a pendulum and that it will reverse its current motion and move toward more favorable results.

The post The Pendulum Swing appeared first on EOE Journal.

An equal opportunity employer is a company that provides equal employment opportunities to all applicants and employees regardless of race, religion, gender identity, national origin, age, disability, or genetic information. This includes providing fair wages and benefits as well as prohibiting discrimination in hiring and promotion decisions.

By being an equal opportunity employer, businesses can benefit from a more diverse workplace. This can bring increased productivity due to different perspectives working together and improved morale among employees. It also helps businesses stay compliant with state and federal laws that protect workers from discrimination.

The post What Does Equal Opportunity Employer Mean? appeared first on EOE Journal.

In  today’s world, technology has a distinct hold over daily lives, and my life is no exception. With instant dopamine hits whenever we look at our phones, unlimited social media platforms to peruse to make sure we haven’t missed something, and 15-second reels that can waste unlimited 15-second time banks in a row, maybe the start of a new year is a good time to do a “check in” and see what we might consider changing.

Dopamine is a brain chemical involved in reward, motivation, memory, and attention. When dopamine is released in large amounts, it creates feelings of pleasure and reward, which motivate you to repeat a specific behavior. Social media has that all figured out, and provides 24/7 access to dopamine hits.

The biggest question is, “Is scrolling the phone (possibly multiple hours a day) the healthiest way to spend our time?” I’m pretty sure the answer is no.

Can we generate our own dopamine? The answer is yes. Good food, exercise, sleeping well, going to the park, painting, looking at photo albums, singing, meditating. It can be a variety of things—everyone is a little different. But, whatever creates those feel-good chemicals in your head, note them down and make a promise to yourself to put your phone down and integrate it into your day. As you  make a list of your joys, add to it whenever you can. Learn the formula for your bliss.

For me, happiness is the ultimate goal. And I’m pretty sure it starts in daily choices, not lofty resolutions. Why not start today?

Lisa Petty, Editor

The post Checking In 2025 appeared first on EOE Journal.

ROCHESTER, N.Y. — President Jimmy Carter will be remembered for many things, including his efforts to advance women and people of color.

Lonie Haynes models much of his work at Rochester Regional Health after the ideals of President Carter.

Carter instituted diversity, equity and inclusion appointments during his presidency before DEI was a thing.

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