The article “Conducting an Ethically Sound Internal EEO Investigation” by Christopher Lage (2012) dictates a step by step process to conducting EEO investigation using the appropriate channels. Christopher explains that the major process involves firstly gathering information to respond to the internal complaints in the organization, then creating a factual basis for defense; for instance, the affirmative defense to vicarious liability. Lastly, thoroughly assessing whether the organization’s hiring, recruitment, or promotion processes pose barriers to advancements of certain groups. Each and every aspect of an internal EEO investigation will require answers to a number of ethical questions. The prudent attorney in this case will have the responsibility of taking care of the ethical issues that may come up in the planning and conduct of any internal EEO investigation. Furthermore, the planning and conducting process, the attorney will consider the circumstances under investigation before disclosure to the EEO and other involved parties. All in all, working ethically is working fairly.
The Equity theory suggests that motivation at the place of work will be influenced by the desire to be treated equally and fairly (Werner, 2011). Employees will feel that they appreciated and treated fairly if their discrimination complaints are investigated ethically, and subsequently they will be motivated. As the theory of motivation, there are assumptions nonetheless. They are: people determine fairness by comparing their returns as well as contributions with others and people who experience a sense of inequality will experience tension in their employment. By performing ethical investigations of discrimination claims, then employees will improve their productivity. The EEO has definitely done a good job of reducing inequality and unfairness by working ethically in discrimination complaints or cases.
References
Lage, C. (2012). Conducting an Ethically Sound Internal EEO Investigation. Journal of Labor and Employment Law, 27(3), 415-432.
Werner, J. M. (2011). Human Resource Development (6th ed.).
