HR and Recruiters: Be a part of history & take our behavioral survey to help us understand "Who is HR?" clicking here.
InSocial Media Recruiting & Social Media DiscriminationI outlined some of the types of protected classes and discussed some real world possible scenarios regarding your company and social media discrimination. InEEOC & Workplace Discrimination, I outlined potential liabilities and government agencies that are learning about social media. Now in part three, I’ll be discussing disparate impact and disparate treatment in the workplace.
Disparate Impact & Disparate Treatment in the Workplace
Social media is a goldmine for government agencies looking to turn their departments into revenue generating machines. In 2010, OSHA added 100 additional field investigators focusing on enforcement and their sites set on lofty revenue goals of $559 million. In 2011, it is estimated the government agency will add an additional 25-50 compliance officers. I believe the same holds true for agencies like the EEOC. It is only a matter of time before they seize the income opportunity that social media and social media discrimination brings.
As pointed out by Stephanie Thomas (a Blogging4Jobs reader), social media also raises additional areas for discrimination in disparate treatment and disparate impact.
Stephanie says, “The use of social media in recruiting raises two potential areas for discrimination: disparate treatment and disparate impact. Disparate treatment is what we usually think of when discussing discrimination – it’s intentionally treating people differently because of gender, race, age, disability, etc.”
Jessica Miller-Merrell is a HR and Recruiting evangelist committed to demystifying the human capital industry. She's the founder of Blogging4Jobs.com & works with employers to disrupt their workplaces with HR & recruiting strategies and technology. Follow her on Twitter, @jmillermerrell and on Snapchat, @jmillermerrell.