Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

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Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

Hiring Discrimination Isn’t Getting Better

Workology

According to a new study there has been little to no progress in reducing racial hiring discrimination since 1989. Researchers from Northwestern University, Harvard, and the Institute for Social Research in Norway looked studies on resume and interview discrimination in the past 28 years, looking for trends in the data. HR hiring discrimination racism

Using HR Analytics and Big Data in the Workplace

EmployeeConnect

The concept of using Big Data and HR Analytics in the workplace has become a debatable issue when it was revealed how certain employers are using the help of outside data firms to forecast the health risks of its employees. People expressed their concerns as they felt that their personal and sensitive health information is in jeopardy because if their employers have access to this personal data it can be used in ways which may not be in their favour.

7 of the Biggest Business Risks in 2017 (Part One)

Talmetrix

He’s appeared in state and federal trial and appellate courts in discrimination, harassment, retaliation, wrongful discharge, non-compete, trade secret, and contract litigation. Dershaw also works with clients to help prevent, investigate, respond, and manage the people-side of compliance efforts, including in the areas of wage and hour, employee classification, cyber security, and data privacy. The post 7 of the Biggest Business Risks in 2017 (Part One) appeared first on Talmetrix.

Four Common Tech Ageism Myths Debunked With Data

Visier

Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. This question — one we sought to address with our latest Visier Insights report — has traditionally been difficult to answer: While leading tech companies openly publicize their organizational diversity data in terms of ethnic and gender composition, little data has been shared about the age makeup of the tech workforce.

White House Suspends Pay Data Portion of EEO-1

TLNT: The Business of HR

Employers who were required to file pay and demographic data as part of a revised EEO-1 have been given a reprieve. The EEOC, under direction by the White House Office of Management and Budget, has suspended indefinitely the requirement to file the pay data portion. Discrimination Equal Employment Opportunity Commission (EEOC) HR News Legal - Compliance & Policies Wages, Pay, & Salary Featured

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Confessions of a Reluctant Feminist: My Role In Perpetuating Workplace Discrimination

Inpower Coaching

We need to figure out how to fight the kind of workplace discrimination that creates cultural uniformity in our businesses for two reasons. We have to learn to see discrimination and speak about it in very specific ways to keep from perpetuating it. Learning to See Workplace Discrimination. Believing what my bosses told me early in my career, that I worked in an egalitarian meritocracy, I didn’t really look for gender discrimination in the workplace.

Alleged Pay Discrimination at Google Makes Marc Benioff and Salesforce Look Amazing.

The HR Capitalist

In their efforts to bring wage equality to Silicon Valley, government officials have accused one of the tech industry's anchor firms of large-scale gender discrimination. Department of Labor (DOL), available data suggests that women who work at Google suffer from "systemic compensation disparities" compared to their male peers.

25 HR Compliance Terms to Know for 2018

ClearCompany HRM

Intended to remedy the effects of past discrimination or underutilization of women and minorities. Equal Employment Opportunity Commission (EEOC): This agency is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or employee because of the person’s race, color, religion, sex (pregnancy, gender identity and sexual orientation), national origin, age, disability or genetic information.

CalChamber Releases 2017 Job Killer List

HRWatchdog

The 2017 list of employment related job killer bills includes a new leave mandates, a scheduling mandate and other bills that will increase labor costs. . AB 1209 (Gonzalez Fletcher; D-San Diego) Pay Data — Imposes a mandate on California employers to collect data on the mean and median salaries paid to men and women under the same job title or description without also considering any bona fide reason for differences in compensation. These bills may increase labor costs.

A 5-part checklist that works for any ADA accommodation request

HR Morning

At the 2017 SHRM Conference & Exposition, Pavneet Singh Uppal and Shayna Helene Balch, partners with the Fisher & Phillips LLP law firm , offered a step-by-step guide to the interactive process. With this question, employers should get objective medical data supporting the direct threat. Discrimination & Harassment Employment Law Special Report 2017 SHRM accommodation ada interactive process

New California Laws and HR Trends for 2017 and Beyond

HR Daily Advisor

This article discusses some of the more significant employment law changes over the past several months, many with an effective date of July 1, 2017. Under the Act, an employer with 25 or more employees is prohibited from discharging, discriminating, or retaliating against employees who are victims of domestic violence, sexual assault, or stalking that take time off from work to seek medical attention, obtain victim services or counseling, or to participate in safety planning.

A federal court just killed collection of EEO-1 employee pay data dead. Happy Tuesday.

The Employer Handbook

And starting in 2017, employers had to include employee pay data (also known as EEO-1 Component 2 data) with the EEO-1. About 89% of eligible filers have submitted EEO-1 Component 2 data for calendar year 2017 and 89.6% Discrimination and Unlawful Harassment

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EEOC 2017 Litigation Data Shows Nearly $400M in Settlements.

Investipro

On January 25 th , the Equal Employment Opportunity Commission (EEOC) released their Fiscal Year 2017 Enforcement and Litigation Data Report. The EEOC reported 695,000 complaints called in reporting discrimination of all kinds, including sexual harassment. The post EEOC 2017 Litigation Data Shows Nearly $400M in Settlements.

5 Tips to Tackle Compliance in 2017

BirdDogHR - Recruitment

Rules and regulations are constantly changing for federal contractors and subcontractors and that’s not something that’s going to change immediately in 2017. Federal contractors and subcontractors are prohibited from workplace employment discrimination on the basis of race, color, religion, sex, sexual orientation, gender identity or national origin according to the DOL. Automate your paperwork process to reduce data errors.

Make Your HRIS Work for You!

HRchitect

Systems can provide a location/field for an employee or employer to upload their educational data, including level of education and degrees obtained. This data can be tracked and reported on for many reasons. When this data is readily available in one location, it assists in reporting and compliance efficiency. This information, if current, could save the employer from claims of discrimination and risk. Written by: Stephanie Tuegel .

Top 3 worldwide recruiting trends in 2017

Talentoday

The highlight was the panel of 6 experts who spoke about the top problems recruiters face, the importance of data driven soft skills analysis, and the overall trends they foresee for recruiting in 2017 and beyond. The data shows that recruiters report limited headcount and budget yet hiring demands are growing. Data pulled from the 2017 Annual Global Recruiting Trends Report 1. There are two main ways that data can help with screening.

EEOC issues 2017 enforcement plan: 6 areas it’s targeting next

HR Morning

The plan will dictate where the agency will focus its compliance enforcement efforts from 2017 through 2021. The EEOC will focus on weeding out recruiting and hiring practices that discriminate against classes of individuals based on protected characteristics — race, ethnicity, religion, age, disability, etc. And for the first time, the EEOC will be looking at big data’s impact on the hiring practices of, predominantly, technology companies.

Who Can Deliver on AI?

Chris Skinner

“We’re looking for companies who can automate HR processes, manage large amounts of HR data, identify skills gaps in the workforce and eliminate unconscious bias that can happen when making HR decisions.” big data discrimination diversity hiring HR technology recruiting

Get Your Crystal Balls Ready, HR Data Ninjas

SuccessFactors

There is a way to avoid this continuing to happen… HR, it is time to embrace your inner Data Ninja! Although companies generally have useful workforce data distributed across the business, fewer than 22% of those surveyed by Harvard Business Review felt able to leverage this data. This means that 78% struggled to connect and analyze workforce data as a basis for talent-related discussions. Bias and discrimination are serious problems for HR.

5 Important Things to Know About Non-Discrimination Benefits Testing

Discovery Benefits

If you’re an employer, you know the importance of non-discrimination when it comes to offering benefits to your employees. And proving non-discrimination is something the IRS doesn’t just suggest, but requires. The IRS requires non-discrimination testing for employers who offer plans governed by Section 125. You’ll receive your test results within minutes of uploading your data.

#HotInHR: Tech Hiring Tons of Talent, Suit Aims To Keep LinkedIn Data Public, Workers Win Only 1% of Civil Rights Lawsuits

Advos

HotInHR: Tech Hiring Tons of Talent, Suit Aims To Keep LinkedIn Data Public, Workers Win Only 1%… Click To Tweet. A new analysis of employee lawsuits finds a low success rate for discrimination, harassment, or retaliation, and highlights the U.S.’s LinkedIn data can predict how likely you are to quit, and it’s being sued to keep it public – Quartz. One of them is hiQ Labs, a startup that scrapes LinkedIn data to build an algorithm to predict whether employees will quit.

Attention Employers: Reinstatement of Revised EEO-1 Pay Data (EEO-2)

ApplicantStack

In March 2019, a federal judge reinstated the requirement for employers to provide pay data in their EEO report. Pay data for your EEO report is due by September 30, 2019 (for 2017 and 2018). The deadline for EEO-1 2018 data is still May 31, 2019. Component 1 requires hiring data categorized by the following: Race/ethnicity. EEO Component 2 (EEO-2) is pay data : hours worked and wage paid. I Thought EEO-2 (Pay Data) Was Put On Hold.

EEOC data show Title VII retaliation cases rising

HR Morning

The Equal Employment Opportunity Commission (EEOC) reported in late January that it fielded 72,675 charges of workplace discrimination in 2019 , the largest number alleging retaliation. That was up compared to both 2018 and 2017.

How AI Can Stop Unconscious Bias In Recruiting

TalentCulture

million to settle a racial discrimination lawsuit with the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Similar to EEOC guidelines, as a federal government contractor, Palantir cannot discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability or against military veterans. As just one high profile hiring discrimination case among many, this latest lawsuit drives home why compliance matters.

Obama enlists EEOC in the fight against pay discrimination

HR Morning

On the seventh anniversary of the Lilly Ledbetter Act , the Obama administration announced that it is taking some monumental steps to identify potential pay discrimination. The first: Enlisting the help of the EEOC to procure more detailed payroll data from employers. The EEOC — in partnership with the DOL — issued a proposal to start collecting pay data from employers with 100 or more employees to help uncover and root out pay discrimination.

HR Moments Matter: 3 Compensation Challenges Solved With People Analytics

Visier

In this series, Allison McConville, Visier’s VP of Human Resources , will share how you can use data to support the people moments that matter, enabling the best decisions for both your employees and your organization. There is no shortage of people data — from your HRMS to Applicant Tracking to Payroll to Learning Management systems, the scope of data being generated each day can be overwhelming.

EEO-1 Pay Data Collection Deadline Has Passed – What Employers Need to Know Now

HRWatchdog

You still have time to submit your EEO-1 pay data. Although the EEO-1 Component 2 data (also known as pay data) September 30 deadline is officially behind us, the Equal Employment Opportunity Commission (EEOC) continues to accept this employer data. As previously reported , recent litigation required the EEOC to collect this data, and the federal court ordered the EEOC to collect data until it reaches the court-determined “target response rate.”

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The Business Impact of a Day Without A Woman

Visier

The strike strives to show the critical role women play in both the domestic and global economy, while putting other issues women face, such as gender pay inequity, sexual harassment and discrimination, and job insecurity, in the spotlight. Recommended Read: Reduce Gender Bias Using Data-Driven Performance Reviews ]. International Women’s Day celebrates the social, economic, cultural, and political achievements of women.

EEOC Will Collect Pay Data From W-2s

HRWatchdog

Future EEOC-1 reports will require pay data. Today, the Equal Employment Opportunity Commission (EEOC) announced approval of a revised EEO-1 report that will require large employers to report pay data to the agency, including aggregate information from employee W-2s. The first deadline for the new 2017 EEO-1 report will be March 31, 2018, which gives employers 18 months to prepare. Reporting Requirements EEOC-1 Equal Employment Opportunity Commission (EEOC) Pay Data

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KPMG Settles with the OFCCP to Pay $420K to Asian Applicants.

Investipro

The firm entered a conciliation agreement with the DOL/Office of Federal Contract Compliance Programs (OFCCP) after applicant and hiring data was found to have had a disparate impact on the hiring of Asians for the associate audit positions in the Short Hills, New Jersey location. But there are still other means of punishment and restitution that may come for KPMG such as the claim of systemic gender pay disparity and promotion discrimination still pending in the U.S.

Pay Equity Class Action Lawsuit Filed Against Google

Berkshire Associates

Eight months after the Department of Labor sued Google over refusing to provide pay data amidst an Office of Federal Contract Compliance Programs’ (OFCCP) audit, three female former Google employees have filed a pay equity class action lawsuit against the company. Compensation Compliance Workplace Discrimination Pay Equity

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i4cp 2017 Conference Day Two: Quotes and Notes

i4cp

Jessica’s thought-provoking conclusion: “They are actually hiding discrimination and stereotyping with generational labels.” She encouraged us to look for the differences and similarities within our own workforces, using our own data about our populations to tailor our work to our employees, rather than following the noise of multi-generational stuff. “We Expectations always rise on the second day of a high-quality conference; this year was no exception.

The 12 Days of Employment Law Christmas (2017 edition)

Ohio Employer's Law

3 data breaches , 2 labor changes, and Harvey Weinstein in a pear tree. 4 collective actions , 3 data breaches. 5 harassment claims , 4 collective actions, 3 data breaches. 6 Facebook firings , 5 harassment claims , 4 collective actions, 3 data breaches. 7 workplace posters , 6 Facebook firings, 5 harassment claims , 4 collective actions, 3 data breaches. For the past five Noels, I’ve concluded my posting year with “The 12 Days of Employment Law Christmas.”

What Other Employers Can Learn From Uber: Recognizing and Combating Sexism in the Workplace

Compensation Today

While I’m not here to play the court of public opinion regarding the validity of these stories, I am here to tell you: It’s 2017, and sexism in the workplace is something every organization should be concerned about. This may also be one of the toughest examples of workplace sexism to call out and resolve – it’s not data-centric and it’s (hopefully) rarely intentional. HR Management gender discrimination gender pay gap sexual harassment

Midlife Employees – The Gold Standard of Employment

TalentCulture

Hiring managers tend to assume that older candidates will be less creative, less productive, not as sharp mentally, and more expensive to employ than their younger counterparts—but these stereotypes are rarely backed by data. And despite age discrimination being illegal when it comes to employment, 64 percent of older job seekers say they have seen or experienced it , according to the AARP. Ageism is a real thing.

9 Dos and Don’ts of Employee Engagement Surveys

Get Hppy

The following are good “rules of thumb” for planning: Keep the data anonymous, but communicate the actions. Organizations often keep survey information anonymous and confidential to increase the accuracy of the data received. Decide how to analyze data before you gather it. Whenever creating surveys, decide how to analyze, chart and graph the data before employees complete them. Decide on your sampling plan and how to “break out” the data.

EEOC’s latest, best 10 tactics for preventing harassment in the workplace

HR Morning

9, 2017). Get data. Discrimination & Harassment Special Report eeoc enforcement guidance harassment reportThe EEOC is looking to publish enforcement guidance to address illegal harassment in the workplace. That guidance is being built around several tactics the agency’s suggesting employers take to address this problem. .