Equal Employment Opportunity Commission Case Study

Access the federal government’s Equal Employment Opportunity Commission (EEOC) website. Read about the laws enforced by the EEOC.

Review the following case study:

Company X is a rapidly growing automobile sensor-manufacturing firm headquartered in small-town Gaylesburg, Ohio. Over the last two decades, the company has progressed from a small, family-owned and operated company with regional prominence to a leading national firm. For over two decades, the company thrived with the support of a hometown talent pool that was 99% Caucasian; 1% African American, and 98% male; 2% female in composition. When the founder passed leadership on to his eldest son, the new CEO actualized his vision to expand the company and increase its market share. As a result, the company struggled with the development of a more culturally diverse workforce.

Presently, the CEO wants to preserve the company’s family culture in the face of large-scale growth and movement into several urban hubs. The CEO understands that his management team and floor supervisors must be prepared to manage the increased cultural diversity, including acting ethically and adhering to EEOC statutes. He has charged the management team with the task of developing strategies that will preserve the corporation’s family culture in its various locations while assuring that it upholds all EEOC standards.

Imagine you are an Organizational Development Consultant charged with making recommendations on a series of internal workplace policies, procedures, activities, and rituals that could positively affect organizational culture and ensure compliance with EEOC principles or something instead. Select one of the following topics for your assignment:

Racial discrimination

Age discrimination

Pregnancy discrimination

Equal pay discrimination

Disability discrimination

The EEOC is a federal administrative agency created by Congress in the Civil Rights Act of 1964 to administer and enforce Title VII of that statute. The EEOC also administers and enforces the ADA, ADEA, and the Equal Pay Act of 196363 and provides oversight and coordination of all federal regulations, policies, and practices affecting equal employment opportunity.

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The EEOC consists of five commissioners and a general counsel, all appointed by the president and confirmed by the Senate. The president designates the chairman, who acts as chief executive officer of the commission. All commissioners serve for 5-year, staggered terms. The commissioners make EEOC policy, whereas the general counsel supervises equal employment opportunity litigation brought on behalf of complainants.

EEOC staff process and investigate complaints of employment discrimination against private and public entities. In most instances, charges must be filed with the EEOC within 180 days of the alleged employment discrimination (extended to 300 days if the state has an antidiscrimination agency). If the EEOC investigation of a charge concludes that there is reasonable cause that actionable employment discrimination occurred, it will initiate conciliation procedures to try to resolve the charge to the reasonable satisfaction of the complainant at this lowest level of adjudication. That failing, the EEOC may sue the respondent in federal court on the alleged victim’s behalf. (Only the Department of Justice may bring suit against a state or local governmental entity, however.) If the EEOC does not file a lawsuit, an aggrieved private party may file a private lawsuit against an offender within 90 days of dismissal of the case by the EEOC.6