What is unintentional discrimination?
Unintentional discrimination can occur when employers’ policies adversely affect employees based on race, color, gender, age, pregnancy, or any other protected classification. These policies can seem like they are neutral, but end up having an outcome that negatively impacts members of different protected classes.
What is another name for unintentional discrimination?
Disparate impact is often referred to as unintentional discrimination, whereas disparate treatment is intentional. The terms adverse impact and adverse treatment are sometimes used as an alternative.
What can a company do to combat the adverse effects of discrimination?
Here’s how to do it:
- Conduct a Thorough Job Analysis.
- Undertake a Validation Study.
- Use Valid and Defensible Assessments.
- Ensure Your Testing Process is Consistently Fair.
- Broaden Your Recruitment Strategy to Include Different Groups.
- Standardize Your Job Interviews and Assessment Centers.
- Constantly Seek Improvement.
What are the potential effects of discrimination on an individual?
Discrimination experiences were associated with poorer self-rated health, greater depression, and greater relationship strain. Having a partner who has been discriminated against was associated with poorer self-rated health (for men only), greater depression, and greater relationship strain.
What is the 4/5 rule in HR?
The Four-Fifths rule states that if the selection rate for a certain group is less than 80 percent of that of the group with the highest selection rate, there is adverse impact on that group.
What is the 80% rule in HR?
The 80% rule was created to help companies determine if they have been unwittingly discriminatory in their hiring process. The rule states that companies should be hiring protected groups at a rate that is at least 80% of that of white men.