Welcome to CERTIFIED BUSINESS DEVELOPMENT PROFESSIONAL

Welcome to Certified Recruitment and Talent Acquisition Professional Course.

Welcome to MODULE 7. After the end of this Module 7. Compliance and Diversity in Recruitment, you will.

Welcome to 7.1.. Equal Employment Opportunity (EEO) Compliance.

 Key EEO Laws and Regulations. To navigate EEO compliance effectively, it's essential to understand the key laws and regulations that.

4. Pregnancy Discrimination Act. This amendment to Title VII makes it illegal to discriminate against employees or applicants based on.

 Practical Strategies for EEO Compliance. To ensure EEO compliance in recruitment, consider implementing these practical strategies:.

4. Blind Recruitment. Consider implementing blind recruitment practices, such as removing candidate names and other identifying information from resumes during initial evaluations..

 Challenges in EEO Compliance. Challenges in EEO compliance include:.

 Measuring EEO Compliance. To assess EEO compliance, consider these metrics:.

Moving on to 7.2.. Affirmative Action Programs. Affirmative Action programs are designed to promote diversity and equal opportunities in recruitment and employment, particularly for historically disadvantaged groups. In Module 7.2, we will delve into the concept of Affirmative Action, understand its significance, legal requirements, and explore strategies for implementing effective programs..

 Key Aspects of Affirmative Action. To understand and implement Affirmative Action effectively, consider these key aspects:.

4. Training and Education. Provide training and education to employees, especially hiring managers and recruiters, on the.

 Legal Requirements. Legal requirements for Affirmative Action programs may vary by country and jurisdiction. In the.

 Challenges in Affirmative Action. Challenges in implementing Affirmative Action programs include:.

 Measuring Affirmative Action Success. To assess the success of Affirmative Action programs, consider these metrics:.

Continuing to 7.3.. Handling Workplace Discrimination.

 Forms of Workplace Discrimination. Workplace discrimination can take various forms, including:.

 Strategies for Handling Workplace Discrimination.

4. Confidentiality. Maintain confidentiality during investigations to protect the privacy of those involved..

 Legal Requirements. Compliance with anti-discrimination laws is essential. Key laws and regulations may.

 Challenges in Handling Workplace Discrimination.

 Measuring Success in Handling Discrimination. To assess the success of efforts to handle workplace discrimination, consider these metrics:.

Let’s go to 7.4.. Accessibility and Inclusivity. Ensuring accessibility and inclusivity is essential for creating an equitable and welcoming workplace for all individuals. In this section, we will explore the importance of accessibility and inclusivity in talent acquisition and provide strategies for organizations to embrace these principles..

 Strategies for Ensuring Accessibility and Inclusivity.

5. Accessibility Training: Train recruiters and hiring managers on accessibility and inclusivity best.

 Legal Requirements. Legal requirements related to accessibility and inclusivity may include:.

 Measuring Success in Accessibility and Inclusivity.

Continuing to the Last part of this module 7.5.. International Recruitment Compliance.

 Key Legal Considerations in International Recruitment.

4. Labor Laws. Familiarize yourself with labor laws in the host country, including employment contracts, working hours, and.

 Strategies for International Recruitment Compliance.

5. Documentation. Maintain thorough documentation of candidate records, visa applications, employment.

 Challenges in International Recruitment Compliance.

 Measuring Success in International Recruitment Compliance.

Let’s discuss a case study on Walmart's Diversity and EEO Compliance Initiatives.

Affirmative Action Programs:. In the United States, where affirmative action programs are mandated, Walmart has implemented targeted initiatives to address underrepresentation in certain job categories. The company has set specific diversity goals and metrics for these categories and regularly reports its progress to relevant regulatory bodies. Walmart also partners with organizations that focus on diversity recruitment and actively seeks out candidates from underrepresented groups..

International Recruitment Compliance:. As a global company, Walmart faces the challenge of compliance with various international labor and recruitment regulations. The company has established a dedicated global compliance team responsible for staying up-to-date with and ensuring compliance with local labor laws and regulations in each country of operation. This team works closely with local HR teams to implement compliant recruitment practices..

Glossary of Key words for this module.  Equal Employment Opportunity (EEO): The principle of ensuring that all individuals have an equal and fair.

 Workplace Discrimination: Unfair treatment or bias experienced by employees or job applicants within the.

 Glass Ceiling: An invisible barrier that prevents certain demographic groups, particularly women and.

Test your Knowledge, with the following Multiple-Choice Questions.

 Answer: C. Equal Employment Opportunity.

2. What is the primary objective of affirmative action programs in recruitment?.

 Answer: B. To promote diversity and inclusion in the workforce.

3. What does workplace discrimination involve?. A. Treating all employees equally, regardless of their background.

 Answer: C. Unjust or prejudicial treatment based on protected characteristics.

4. What is the purpose of diversity recruitment initiatives?.

 Answer: B. To attract and hire candidates from a wide range of backgrounds and.

5. What does the term "glass ceiling" refer to in the context of workplace diversity?.

 Answer: B. An invisible barrier that hinders the advancement of certain demographic.