Re: The big talent agencies violate the civil rights laws
Not really true. When you apply to companies for work, they collect the DATA of the race of their applicats, so they can say they have an open recruitment process.
I was talking about the process of getting read. This information is taken from the EEOC website.
http://www.eeoc.gov/policy/docs/race-color.html#VIA
A. RECRUITING
Who ultimately receives employment opportunities is highly dependent on how and where the employer looks for candidates. Accordingly, Title VII forbids not only recruitment practices that purposefully discriminate on the basis of race but also practices that disproportionately limit employment opportunities based on race and are not related to job requirements or business needs.(80) For example, recruiting from racially segregated sources, such as certain neighborhoods, schools, religious institutions, and social networks, leads to hiring that simply replicates societal patterns of racial segregation.
1. Job Advertisements and Employment Agencies
Title VII specifically forbids job advertisements based on race, color, and other protected traits.(81) The statute also prohibits discrimination by employment agencies.(82) If an employer asks an employee-referral agency or search firm not to refer or search for candidates of a particular race, both the employer that made the request and the employment agency that honored it would be liable.(83)
2. Word-of-Mouth Referrals
While word-of-mouth recruiting in a racially diverse workforce can be an effective way to promote diversity, the same method of recruiting in a non-diverse workforce is a barrier to equal employment opportunity if it does not create applicant pools that reflect the diversity in the qualified labor market.(84) Similarly, unions that are not racially diverse should avoid relying solely on member referrals as the source of new members.(85)
3. Homogeneous Recruitment Sources
Title VII is violated by recruiting persons only from largely homogeneous sources if the recruitment practice has a racial purpose, or if it has a significant racial impact and cannot be justified as job related and consistent with business necessity. For example, Title VII might be violated if a municipal employer with an overwhelmingly White population and workforce abuts a major city with an overwhelmingly Black population, but the municipality only hires its own residents and refuses to advertise its jobs in newspapers that circulate in the abutting major city.(86) As another example, Title VII might be violated if a statistically significant racial disparity results from recruiting persons exclusively from predominantly White schools, or exclusively from predominantly Black schools, when it would be feasible to recruit qualified students from a range of sources. More investigation would be needed to determine whether a racial motivation exists, or whether the employer’s recruitment practices can be justified as job related and consistent with business necessity.
4. Discriminatory Screening of Recruits
The process of screening or culling recruits presents another opportunity for discrimination. Race obviously cannot be used as a screening criterion. Nor may employers use a screening criterion that has a significantly disparate racial impact unless it is proven to be job related and consistent with business necessity.
So since the EEOC says that, I gather that requirement screenwriters to get industry referrals means that you substantially exclude people on the basis of the protected EEOC categories.
For all intents and purposes, a talent agency is a specialized employment agency, and they are still bound by the EEOC laws.
The issue here is not what you guys think is good, or right or wrong. The issue is whether requiring industry referrals is ILLEGAL under those ABOVE guidelines, taken from the EEOC website's office.
As for them simply taken my complaint, well, let's just say I personally have known people who found justice by complaining to administrative federal agencies. It happens more often than some of you know.
Originally posted by odocoileus
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I was talking about the process of getting read. This information is taken from the EEOC website.
http://www.eeoc.gov/policy/docs/race-color.html#VIA
A. RECRUITING
Who ultimately receives employment opportunities is highly dependent on how and where the employer looks for candidates. Accordingly, Title VII forbids not only recruitment practices that purposefully discriminate on the basis of race but also practices that disproportionately limit employment opportunities based on race and are not related to job requirements or business needs.(80) For example, recruiting from racially segregated sources, such as certain neighborhoods, schools, religious institutions, and social networks, leads to hiring that simply replicates societal patterns of racial segregation.
1. Job Advertisements and Employment Agencies
Title VII specifically forbids job advertisements based on race, color, and other protected traits.(81) The statute also prohibits discrimination by employment agencies.(82) If an employer asks an employee-referral agency or search firm not to refer or search for candidates of a particular race, both the employer that made the request and the employment agency that honored it would be liable.(83)
2. Word-of-Mouth Referrals
While word-of-mouth recruiting in a racially diverse workforce can be an effective way to promote diversity, the same method of recruiting in a non-diverse workforce is a barrier to equal employment opportunity if it does not create applicant pools that reflect the diversity in the qualified labor market.(84) Similarly, unions that are not racially diverse should avoid relying solely on member referrals as the source of new members.(85)
3. Homogeneous Recruitment Sources
Title VII is violated by recruiting persons only from largely homogeneous sources if the recruitment practice has a racial purpose, or if it has a significant racial impact and cannot be justified as job related and consistent with business necessity. For example, Title VII might be violated if a municipal employer with an overwhelmingly White population and workforce abuts a major city with an overwhelmingly Black population, but the municipality only hires its own residents and refuses to advertise its jobs in newspapers that circulate in the abutting major city.(86) As another example, Title VII might be violated if a statistically significant racial disparity results from recruiting persons exclusively from predominantly White schools, or exclusively from predominantly Black schools, when it would be feasible to recruit qualified students from a range of sources. More investigation would be needed to determine whether a racial motivation exists, or whether the employer’s recruitment practices can be justified as job related and consistent with business necessity.
4. Discriminatory Screening of Recruits
The process of screening or culling recruits presents another opportunity for discrimination. Race obviously cannot be used as a screening criterion. Nor may employers use a screening criterion that has a significantly disparate racial impact unless it is proven to be job related and consistent with business necessity.
So since the EEOC says that, I gather that requirement screenwriters to get industry referrals means that you substantially exclude people on the basis of the protected EEOC categories.
For all intents and purposes, a talent agency is a specialized employment agency, and they are still bound by the EEOC laws.
The issue here is not what you guys think is good, or right or wrong. The issue is whether requiring industry referrals is ILLEGAL under those ABOVE guidelines, taken from the EEOC website's office.
As for them simply taken my complaint, well, let's just say I personally have known people who found justice by complaining to administrative federal agencies. It happens more often than some of you know.
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