Amnesty International USA’s Post

In the past week, I have had fascinating conversations about the employment equality laws of various countries. One highlight was a knowledge-sharing session I facilitated with the onboarding, training, and development team at Culturelligence. Having recently relocated to Ireland and pursuing HR certification at The Open College, my curiosity about employment laws has deepened, giving me a broader understanding of this critical issue. Both recruiters and applicants should be aware that the interview process is governed by numerous employment laws to ensure fairness and protect both the candidates and the company in recruitment and selection. Although these laws vary by country, based on my studies and experience, I have made the following generalizations: Grounds of Discrimination: Avoid questions related to age, disability, gender, sexual orientation, family status, marital status, race, religion, etc. Job Advertisements: The wording should be clear and detailed, allowing applicants to make informed decisions without showing preference for a specific gender, race, color, religion, sexual orientation, or political belief, nor requiring unreasonably high, restrictive, or irrelevant standards. Example: Instead of "young, dynamic team," use "energetic and collaborative team" to avoid age bias. Interview Questions: Draft questions in line with the job description and avoid irrelevant or discriminatory inquiries. Example: Avoid questions like “Are you planning to start a family soon?” which can be discriminatory based on family status. Instead, focus on job-related questions, such as “Can you manage the work schedule we discussed?” The fact that a candidate has children should not automatically mean they cannot do weekend duties. Policy Implementation: Having a well-structured policy is not enough. Employers must implement and adhere to their policies. Applicants have the right to politely decline to answer any question not directly related to the job or that suggests discrimination. While the consequences of non-compliance may vary by country, both employers and applicants must understand and respect these laws to maintain a fair and legal recruitment process. By doing so, we can foster more inclusive and equitable workplaces. Let's work together to create environments where everyone feels respected and valued! #HR #Recruitment #EmploymentLaws #DiversityAndInclusion #Culturelligence #Ireland #HumanResources #KnowledgeSharing #EqualOpportunity #FairHiring

Today is #InternationalDayForTheEliminationOfRacialDiscrimination. ✊ At #DressForSuccessCanadaFoundation, we are committed to eradicating racial discrimination within hiring processes and in the workplace, especially towards #WomenAndNonBinaryIndividuals. By providing professional attire, career development tools, and support services, we empower individuals to overcome bias and succeed in their careers. 🙌 Let's strive for an inclusive society where everyone has equal opportunities. ❤️ #RacialDiscrimination #HiringProcess #WorkplaceDiscrimination

Building Inclusive Workplaces There is a strong business case for hiring people with disabilities. Employees with a disability adds value to teams by bringing a range of different skills, talents and abilities to an existing team. Here are 6 steps to consider: 1.Job analysis- matching the correct person to the job by developing a competency based job description. 2.Applications- ensure your recruitment process is accessible. Provide interview accommodations. 3. Shortlisting - state that people with disabilities who meet the qualification requirements on their CVs will be invited to interview. 4.Work trials- consider a work trial vs online tests / assessments. 5. Interviews - interviewers should be trained in disability awareness. 6. Open minded - be open to how a job can be done - people do approach jobs differently. 7. Get Supports- There are financial support grants available to help workplaces to be inclusive. #equity #equality #recruitment #changinglives #Workability Pobal Cork Business Association Cork Chamber Zero Project European Social Fund Plus Ireland European Social Network

Happy 4th of July! On this day, we appreciate the patriotic men and women who fought and sacrificed themselves so that we can enjoy the privileges that America has today. Let’s celebrate!❤️🤍💙 #happy4th #america #onthisday #bestday #woman #privilege #today #sacrifice #enjoy #Innovation #SocialNetworking #haleystuartgroup #Careers #Entrepreneurship #Creativity #Technology #HumanResources #Management #legal #recruiting #staffing #Hiring #Workfromhome #Jobopportunity #Jobsearch #Digitalmarketing #HR #Recruitment #Job #jobsearch #Jobhunters #hiring #Openings #resume

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Why is Diversity Training Important? 🤔 In our latest article, we cover the business case and the legal responsibilities every employer should be covering in DE&I training. 💡For UK and Irish companies, promoting diversity is not just morally right but legally required. Under the UK’s Equality Act 2010, it’s unlawful to discriminate against employees or job applicants based on age, disability, gender reassignment, race, religion, sex, sexual orientation, or other protected characteristics. In Ireland, the Employment Equality Acts 1998-2015 provide similar protections. By investing in diversity training, companies can not only comply with the law but also protect themselves from costly lawsuits related to discrimination claims. And yes, we can help. Find out more below 👇 #diversity #hiring #training #leadership https://zurl.co/QJSr

Nearly every job application in America now asks for RACE and SEXUALITY, which should not be hiring criteria. Finally, thanks to a Supreme Court ruling in 2023 regarding college admissions; companies hiring policies will soon be changing amid national DIVERSITY FATIGUE (to quote the Seattle Times). Diversity Illegality, Safety & Hypocrisy - Excellence Over Ethnicity & Sexuality https://lnkd.in/g43pmw-Q #college #university #business #success #hiring #employment #law #usa #america #florida #california #iowa #oklahoma #texas #leadership #wellness #community #people #wellbeing #experience #happiness #happy #love #life #teamwork #freedom #working #competition #opportunity #culture #hiring #linkedin #HR #seattle #work #jobs #diversity #diversityfatigue #truth #ethnicity #equality #affirmativeaction #hiringquotas #humanresources #hrmanagement #hrmanager #hrm #humanresourcesmanagement #humanresourcesconsulting #humanresourcesjobs #race #racist #racism #multiculturalism #tolerance #inclusion #supremecourt #justice #american #employees

Legal Matters - Owning Your Job Rights These rights, crucial in both the public and the workplace, form the bedrock of a fair and thriving society. They ensure not only safe working conditions but also provide individuals with the opportunity to contribute to an economically resilient community. This acknowledgment of human rights is vital in fostering an environment where every person can play a part in the country’s progress and prosperity. For more information on your rights as an employee, read the full article here: https://hubs.la/Q02rQvpw0 #Jobs #HumanResources #Management #PublicSectors #Publication #TopcoMedia

Canadian laws prohibit hiring discrimination based on race, gender, age, and other protected grounds, ensuring job ads and interviews are free from bias. If you experience such discrimination, call us at (604) 475-0041 or email us at help@labourrightslaw.com to guide you in addressing your concerns. #discrimination #humanrightslawyer #employmentlawyer #hiringdiscrimination #humanrights #lawyer #labourrightslaw https://lnkd.in/gNK9-85K

Day 130 - In the wake of the #GeorgeFloyd murder #DEI became a focal point for many companies. My former employer (lesson learned from earlier posts that were critical) was no exception. As I said in the previous post they formed a committee right away. I volunteered to head that committee because I believe in #Equality & come from a multi-racial family, so the issue is personal. We had open roles and decided as a team that we would #work to fill those roles with people who diversified our team, which currently was made up of mostly #whitepeople. At that time our only #blackemployee was a #softwaredeveloper in #Africa. We had some #SouthEastAsian employees both #junior and #senior #staffmembers. We also had some employees from the #LGBTQIA+ community. So I set out to find a #qualified #blackperson for my #staff to fill the #openrole of #AccountManager we had. I immediately wanted to #hire Jennifer Simon because she had done such #amazingwork at Madison Logic. So I #interviewed her and she felt like a good fit for the #role. Other's did the same and despite being #qualified on paper and very polite they did not like her for the #job. I then attempted to get her #hired for 2 other roles for which I thought she was a good #candidate. Both times I was told she was not #rightforthejob. Once I was told she was #underqualified and the second time I was told she was #overqualified. At that point I knew something else was wrong. I approached #management and they fervently restated their original claims. While I have idea if a person can be both overqualified, underqualified, a great person and a bad fit for a role, what I do know if that any #company really committed to #diversity #equity and #inclusion would have hired this young woman for one of these #jobs, especially when the #hiringmanager (me) wanted to #hire her. Have you ever wanted to hire someone for a role they could perform but not been allowed? Because if so I want to hear about it. How did your company handle the wave of DEI, well? Because if so I want to hear about it. Please #shareyourstories in the comments and #staytuned for more #AdventuresInAdvertising