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The following table outlines the number of allegations that has been received in the Fiscal Year 2015 based on the age, race, sex and disability of an individual. The figures that are being provided herein below are as per the records of the Equal Employment Opportunity Commission ("Enforcement & Litigation Statistics", 2016):
The total charges’ number is a reflection of the number of singular charges that has been filed. As there are often cases wherein an individual has filed a charge based on different types of discriminations. It is to be mentioned here that the total number of charges as listed shall always be less than the sum total of all the different types of charges (Carroll & Miller, 2006).
As per the statistics that has been depicted in the aforementioned table, the office of Equal Employment Opportunity Commission has received the maximum number of allegations on the subject of Race for the Fiscal Year of 2015.
Discrimination based on race comprises of the treatment of someone in an unfavourable manner as that individuals belongs to a particular race or due to any specific characteristic that is associated with the particular race e.g. skin colour, hair texture or any other physical features (Sur & Kleiner, 2005). Although acts of discrimination are unlawful in nature, yet there are cases wherein there has been harassments of the employees by acts of racial slurs, derogatory and offensive remarks in regards of the race and colour of an individual and offensive portrayal of symbols which are derogatory for an individual (Kerstein & Lambertson, 2015). There is no such law that bans any form of simple teasing or any isolated incident, which is not of a serious nature, or any offhand comment. The laws pertaining to racial discrimination can be implemented only when the natures of the events are frequent and serious in nature such that it results in open hostility in the working environment of an organisation (Saucedo‐Garcia & Kleiner, 2005).
The foremost method of decreasing the number of allegations within the working environment based on the racial discrimination is the stringent and strict application of the Title VII in the various organisations. Title VII of the Equal Employment Opportunity Commission states the following:
Hiring, recruitment and advancement: The requirement of a particular job should be consistent in nature irrespective of the race of an individual.
Compensation and associated terms and conditions and privileges of employment: Title VII absolutely prohibits any form of discrimination in the compensation or any other terms and conditions
Harassment: Harassments of individuals based on their race or ethnicity are punishable by law under Title VII.
Retaliation: Under the laws of Title VII, the employees of an organisation has the right to retaliate and formally testify against any form of discrimination that they have witnessed
Pre-employment requirements and Inquiries: It is unfair and unlawful on the part of the employer to gather information regarding their application prior to the process of recruitment as it suggests and unfair method of selection in the organisation.
References
Carroll, S., & Miller, S. (2006). Equal Employment Opportunity commission issues new Compliance Manual section. Employ. Relat. Today, 33(2), 67-74. http://dx.doi.org/10.1002/ert.20109
Enforcement & Litigation Statistics. (2016). Eeoc.gov. Retrieved April 2016, from http://www.eeoc.gov/eeoc/statistics/enforcement/
Kerstein, B., & Lambertson, K. (2015). The Equal Employment Opportunity Commission Proposal and the Genetic Information Nondiscrimination Act. Genetic Testing And Molecular Biomarkers, 19(7), 345-346. http://dx.doi.org/10.1089/gtmb.2015.29002.bjk
Saucedo‐Garcia, C., & Kleiner, B. (2005). New Developments in Disability Employment Discrimination. Equal Opportunities International, 14(6/7), 1-7. http://dx.doi.org/10.1108/eb010644
Sur, G., & Kleiner, B. (2005). Sex Discrimination in Employment: Everyone's Problem. Equal Opportunities International, 14(6/7), 54-60. http://dx.doi.org/10.1108/eb010650
