Consumer Data Protection Laws: What You Need to Know

Ultimate Software

But with high-profile data breaches and concerns over how companies are safeguarding data, there has been a worldwide call to codify new consumer data protection laws and strengthen existing ones. The Global Response to Consumer Data Protection. The European Union first answered this call with the implementation of the General Data Protection Regulation (GDPR). If a lawful basis cannot be identified, the company cannot collect or process that data.

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The Emerging HR Data Department

HR Examiner

What we’re talking about here is the emergence of a new set of analytics-driven data-based elements of the HR department. Read more in, The Emerging HR Data Department. The HR Data Department. Over the next two to five years HR’s most important asset will be its data.

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Workplace Discrimination: Comparing American and European Workplaces

Eightfold

More than 4 in 10 American workers report feeling discrimination in the workplace. . According to our data, 43 percent of American workers say they have faced discrimination at work. . Workplace discrimination is, unfortunately, not an uncommon occurrence, but it might occur more often in the United States than it does in Europe. Across the European job markets we surveyed, fewer respondents reported that they had faced discrimination at work: 36 percent in Germany.

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.

How to Foster Employee Engagement in the Competitive IT Industry

Get Hppy

Few sectors are as starved for human resources as the IT industry. Worker engagement is a challenge across all industries, but in IT even the best managers can have trouble keeping their colleagues loyal and motivated. In fact, Zion Market Research suggests that the global employee engagement software market will be a $346 million industry by 2025. Well, for one it can aid a data-driven decision-making process. [link].

Sex discrimination lawsuits cost four employers a bundle

HR Morning

The Equal Employment Opportunity Commission has made it clear that its chief enforcement target is “systematic” discrimination on the part of employers. And the agency’s making good on that threat: Here are recent settlements of sex discrimination lawsuits that will cost four companies a total of $4.2 million and provide other relief to settle a class sex discrimination lawsuit brought by the Equal Employment Oppor­tunity Commission (EEOC).

Four Common Tech Ageism Myths Debunked With Data

Visier

It’s been called the tech industry’s “ silent career killer.” Age, and how it impacts the way a worker is treated, is not a veiled issue within the tech industry. Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. We began our research into ageism by looking at the breakdown of the workforce by age, comparing the tech industry to non-tech industries.

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Four Common Tech Ageism Myths Debunked With Data

Visier

It’s been called the tech industry’s “ silent career killer.” Age, and how it impacts the way a worker is treated, is not a veiled issue within the tech industry. Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. We began our research into ageism by looking at the breakdown of the workforce by age, comparing the tech industry to non-tech industries.

Four Common Tech Ageism Myths Debunked With Data

Visier

It’s been called the tech industry’s “ silent career killer.” Age, and how it impacts the way a worker is treated, is not a veiled issue within the tech industry. Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. We began our research into ageism by looking at the breakdown of the workforce by age, comparing the tech industry to non-tech industries.

Data-driven recruiting 101: How to improve your hiring process

Workable

Traditional recruiting used to rely on luck and intuition more than data, which was time-consuming to amass and analyze. But now, with a wealth of software and analytics tools available on the market, anyone can create a data-driven recruiting process. What is data-driven recruiting? Data-driven recruiting is when you use tangible facts and stats to inform your hiring decisions, from selecting candidates to creating hiring plans. Collect data efficiently.

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How the Gender Pay Gap Affects Women-Dominated Industries

Get Hppy

Half a century on, women still earn on average 17% less than men, according to data from the Office for National Statistics (ONS). That’s slow progress in unravelling centuries of deep-seated prejudice and organisational discrimination. In fact, the data shows that men have a higher rate of pay in two-thirds of such jobs, including dental practitioners, cleaners and domestic workers, and receptionists.

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.

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. The idea was that collecting this information in the aggregate could identify which industries may have pay disparities based on gender. District Court for the District of Columbia changed that and ordered the EEOC to “take all steps necessary to complete the EEO-1 Component 2 data collections for calendar years 2017 and 2018 by September 30, 2019.”.

AI is not a Quick-Fix Solution for Discrimination

HRExecutive

However, the emergence of AI has sparked a fascinating and important debate: Do machines making decisions that were once made by humans reduce or even eliminate discrimination—or can they actually increase bias? Their message is essentially a warning that HR executives need to frequently test and evaluate their new AI systems for evidence of discrimination because ultimately it’s humans—not machines—who are responsible for the results. “HR

Book Review – Industrial/Organizational Psychology: Understanding the Workplace (5th ed.) by Paul E. Levy

Workplace Psychology

Luckily, the program manager for psychology at Macmillan Learning (publisher of Industrial/Organizational Psychology: Understanding the Workplace [5th ed.]) Book Review of the hard copy of Industrial/Organizational Psychology: Understanding the Workplace (5th ed.): Industrial/Organizational Psychology: Understanding the Workplace (5th ed.) to discriminate) against a group if the selection rate (i.e., Book Review Industrial & Organizational Psychology

New California Employment Laws Effective Now, Coming January 1

HRWatchdog

Notably, AB 1947 extends the time an individual can file a complaint of discrimination or retaliation with the California Division of Labor Standards Enforcement (DLSE), also known as the California Labor Commissioner. Pay Data.

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.

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. As the Harvey Weinstein debacle has shown us, those who are willing to abuse their power at work perpetuate a broader culture of fear and inequity that ripples through entire industries. 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.

New Data Reveals Racial Inequity Poses the Biggest Threat to a Lasting Recovery and Inclusive Future of Work

Burning Glass Technologies

We cannot build a just and fair economy for working people without also tackling the challenges of disinvestment in Black and Brown communities, racial discrimination in hiring, and labor standards designed to disadvantage people of color.”.

Four Common Tech Ageism Myths Debunked With Data

Visier

It’s been called the tech industry’s “ silent career killer.” Age, and how it impacts the way a worker is treated, is not a veiled issue within the tech industry. Situational ageism — prejudice or discrimination on the basis of a person’s age — undoubtedly exists in the tech industry. We began our research into ageism by looking at the breakdown of the workforce by age, comparing the tech industry to non-tech industries.

Gender pay discrimination: The $14.3 million cost of a shattered shame ceiling

Compensation Today

And even Ellen Pao, who lost her gender discrimination case, still cost Kleiner Perkins a cool $1 million. (It The only historical safeguard standing between employers having to part with millions of dollars in pay discrimination settlements has been women’s silence. Each woman who speaks up about gender discrimination opens the door for another woman to do the same., and we’re seeing the effects in the tech industry in particular.

Research Analyzes Relationship Between Stress and Company Type Within Software Industry

Pollack Peacebuilding

Methods: Data was collected from 349 software professionals in state, national, and multinational companies in Chennai, India. The data was then analyzed to address the differences of stress level and individual stressors per company type. What We Can Learn: Looking over this research, we can take away this key insight: This research affirms the fact that stress does not discriminate based on company type.

EEOC Would Collect Pay Data from W-2s Under New Proposal

HRWatchdog

In a significant departure from existing requirements, the Equal Employment Opportunity Commission (EEOC) recently announced that it is seeking to require large employers to report pay data to the agency, including aggregate information from employee W-2s. The EEOC is proposing to revise the federal EEO-1 report to include collecting pay data from employers with more than 100 employees. Compensation Discrimination EEOC fair pay

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Four ways to prevent systemic discrimination in your workplace, before an EEOC charge.

The Employer Handbook

Over lunch, we discussed lots of EEOC-related stuff, including LGBT rights — PS, we’ll talk more about that in December, and you’re invited — and systemic discrimination. What is systemic discrimination? The EEOC has major beef with systemic discrimination, which it describes here as “involving a pattern or practice, policy, or class case where the alleged discrimination has a broad impact on an industry, profession, company or geographic area.”

Sumser: Health and safety are at the heart of business continuity

HRExecutive

Providing a discrimination- and harassment-free workplace is not just the law; it is essential to a healthy, functional organization. It will come to be understood as “that old-fashioned idea that meant that 20% discrimination was legal.”. AI, Data Tools and Ethics.

?OFCCP Proposes to Collect Detailed Applicant- and Employee-Level Transaction and Compensation Data in 503 and VEVRAA Focused Reviews

Biddle Consulting

Yesterday OFCCP Director Craig Leen and ODEP Deputy Assistant Secretary Jennifer Sheehy participated in a National Industry Liaison Group (NILG) webinar entitled, “OFCCP and ODEP: Section 503 Compliance & Focused Reviews.” Director Leen stated during the webinar that OFCCP intends to “look at” contractors’ hiring, promotion, termination, and compensation data for evidence of potential discrimination against individuals with disabilities.

Pay Attention to Age Diversity, Especially in the Tech Industry

TalentCircles

Yes, even in the tech industry. While most states and the federal government have laws that prohibit workforce discrimination—including age—the laws that require companies to report diversity breakdowns by demographics like race and gender, do not require the reporting of workers’ ages. So, unlike other demographics which have been making great strides over the past decade, age discrimination has been left somewhat unchecked.

How to Avoid Pregnancy Discrimination in the Workplace

Insperity

Avoiding pregnancy discrimination in the workplace is a top priority for employers. And it’s also a hot-topic these days, especially with the new EEOC guidelines surrounding the Pregnancy Discrimination Act of 1978. All you can do is provide her with helpful information, such as the safety data sheets, and let her decide if she wants to continue working in the position or move to another position temporarily. This could lead to a discrimination claim.

What Our Data Says About the Gender Wage Gap

Criteria Corp

One common explanation for the wage gap is that it is, at least in part, affected by the types of jobs and industries that men and women choose for their careers. So we decided to dig into our own data to find out what jobs men and women were actually applying to the most. This data provides us with insight into the types of jobs for which people apply. What can be interpreted from this data?

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Justify a Job Offer’s Salary with Data

Visier - Talent Acquisition

Candidates are approaching job offer negotiations with unprecedented levels of insight and confidence: The US unemployment rate has reached a historic low, and individuals now have instant access to compensation data via websites like Glassdoor and Salary.com. Emotionally-driven salary decisions can also generate legal and reputational risks associated with pay discrimination. Justifying Pay: External Data is Not Enough. Using Data to Drive Up Offer Acceptance Rates.

The Risks, Challenges, And Rewards Of Ensuring Medical Data Privacy

SAP Innovation

In the third of a three-part series on how technology is transforming healthcare, Greg McStravick, GM and Global Head, SAP Platform GTM, takes a look at the very real issue of medical data privacy and the risks of stockpiling high-value and highly personal data. While personalized medicine holds great promise, the hazards associated with extensive medical data stores are real. Part 2: Personalized Medicine and Big Data: Opportunities And Pitfalls Of IT Innovation.

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.

Making Social Media Work for You—Not Against You—in Recruiting for Diversity

HR Daily Advisor

In December 2017, the Communications Workers of America and three individuals filed a class-action lawsuit in federal court in California against companies they claim are unlawfully discriminating against people because of age. Although technology can be used to exclude certain groups, Lindsay Stanton , chief client officer for online data app Digi.Me, says employers should look to social media as a way to enhance diversity.

Governor Newsom Signs New 2020 Employment Laws

HRWatchdog

The test determines when a worker is an independent contractor, although numerous industry exemptions were included in AB 5. Employee Data Exempt from CCPA … For Now: The California Consumer Privacy Act (CCPA), passed in 2018, changed the rules for consumer data collection, allowing consumers to know about, and have deleted, data that businesses collected about them, among other things. In 2019, the California Legislature and Governor Newsom enacted 870 bills.

HRExaminer v10.94

HR Examiner

The Emerging HR Data Department. Read more from John Sumser in, The Emerging HR Data Department. The Emerging HR Data Department A new era in HR management will evolve over the next two to five years. Read more from John Sumser in, The Emerging HR Data Department.

Why Amazon's AI-driven high volume hiring project failed

Hubert

This leads us to the main issue; Amazon’s AI technology favored men and thus discriminated against women. As AI and machine learning became a “thing”, many following the development hoped for an unbiased technology, one that would save the human race from discriminating against each other.

Google’s #MeToo Moment: HR Impact Will Be Felt Far Beyond Silicon Valley

HR Morning

They were the first of thousands of “Googlers” and Google contract workers that walked off the job to protest a company culture that has allowed a “history of harassment, discrimination, and protecting abusers.”. pay equity and visibility into pay and promotion, including “transparent data on the gender, race and ethnicity compensation gap,” and. Discrimination & Harassment Employment Law Latest News & Views Special Report #MeToo Alphabet Inc.

HRExaminer v10.93

HR Examiner

AI and Intelligent Software such as Machine Learning depend wholly on the analysis of past data. Heather Bussing writes, “Discrimination comes from our fear that someone is going to take something away from us that we want - relationships, jobs, money, stuff.” ” So, How Do People Change Their Minds About Discrimination? ” - John Sumser Read Now » How Do People Change Their Minds About Discrimination? Discrimination is another.”

Important 2018 EU Labor Law Changes – Part 1

Global Upside

Industry experts Ragu Bhargava – Co-Founder and CEO of Global Upside – and Gita Bhargava – Co-Founder and COO of Mihi – got together with Globig. Some of the breakout trends you’ll see across several EU countries include pay equality, data privacy, GDPR rights and regulations, and plans to make the business environment more attractive to startups and foreign investment via friendlier labor laws. EU Data Protection. Disability Discrimination.

A final word (for now) on the EEO-1 reports that you just love to hate

The Employer Handbook

And that EEO-1 must include both the Component 1 data (i.e., the demographic employee data that filers have had to include since like forever) and the dreaded Component 2 data (i.e., lots of W-2 wage data and hours) for calendar years 2017 and 2018. Discrimination and Unlawful HarassmentS nova [ CC BY-SA 3.0 ], via Wikimedia Commons Is that glass half-full, or is it half-empty?