Issues of racial discrimination are not as clear cut as some people may believe.
Learning about what constitutes mistreatment based on race or ethnicity is important for anyone partaking in the hiring process.
One of the most important laws that deal with racial discrimination is Title VII. This act outlines what illegal treatment based on color and racial background is.
These guidelines also extend to various areas of the hiring process, including performance reviews. One important factor to note is that some circumstances that affect one race more than another.
While you recruit new employees, you should be aware of hiring practices that could disparately impact racial groups. A hiring process that requires certain information or unlawfully target some ethnicities more than others leads to discrimination.
For example, one situation where this happens could be requiring a background in a certain area or a certificate that is not related to the job. This is discriminatory in nature due to the unnecessary barrier required for certain racial groups to successfully complete the requirements for the job. Tests that do not correspond to the actual skills of the job may also get used this way, which is illegal.
It is unlawful to make decisions about hiring on race, and employers should protect the confidential information of each employee.
One way to prevent discrimination is by making a form where you can separate factual information, such as race or ethnicity, from an application. If you need to legally track demographics, you can use the tear-off sheet so that the interviewers cannot see personal information while talking with applicants.