EEO Services

The EEOC reports that in 2009, discrimination complaints by employees rose to the highest level in the last five years.

Why? According to the Supreme Court, discrimination training is essential in order for an organization to avoid vicarious liability for supervisor harassment. However, many firms are not training new supervisors, retraining existing supervisors, or even conducting discrimination training at all. This results in supervisors breaching organizational policies and increases the risk of costly complaints and lawsuits.
  • Lawsuits. It’s not if, but when. Either a co-worker will say “I’ve had enough” and file a charge, or you’ll take adverse action against someone and they will sue, blaming their problem on you. No matter how justified that action, it’s going to be hard to defend your actions. Charges like “He didn’t promote me because he won’t promote women” or “She fired me because I refused her invitations” or “He demeans members of my race” aren’t going to sit well with a jury, no matter what the other facts of the case.
  • Bad publicity. These suits often hit the airwaves-and the Internet. By the way, remember that old saying, any publicity is good publicity? Try telling that to companies that have been boycotted by customers and inundated with government investigators.
  • Low morale. Morale is bound to dip when everyone sees you are taking no action. When employees view policies as a sham, they simply lose interest.
  • Low productivity. Low productivity follows low morale like a caboose. Disenchanted workers just won’t put in the extra effort required to maintain top productivity.

Don’t make these 7 Deadly Mistakes

  • Mistake #1: You assume that the government’s investigation will be sufficient.
  • Mistake #2: You take no action on anonymous complaints
  • Mistake #3: You ignore exit interview complaints.
  • Mistake #4: Managers don’t report complaints to HR
  • Mistake #5: Managers ignore apparent patterns
  • Mistake #6: Managers investigate when they should withdraw.
  • Mistake #7: You don’t call Beacon Group.
    • Can you really spare the time it takes to inquire, attempt a resolution, prepare an analysis and recommended FAD on allegations of noncompliance with settlement agreements for final decisions?

    More importantly, can you afford not to have the work executed in the best possible manner? Do not take lightly an issue that can do irreparable damage to victims of discrimination and to those persons accused of it. Consider Beacon Group as one of your first resources for assistance with these matters.

    Email EEO@beacongroupllc.com and let us fix your EEO headache. Got an urgent need? Call 202-783-5411 or 866-421-1166.

    Our EEO services help businesses and government agencies target areas where grievances originate, mediate current EEO grievances and provide assistance to prevent future grievances.

    - Counseling Skills
    - Mediation Skills
    - Sexual Harassment Training
    - Diversity Awareness Training
    - Disability Accomodation Training
    - Religous Accomodation Training
    - Management Responsibilities
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