Should Employers Continue to Analyze their Data Beyond AAPs?
An employer’s well-maintained data and record keeping polices are essential when defending themselves against discrimination claims. Without it, creating a credible defensive response against EEOC’s independently collected and analyzed data can be extremely difficult.
Bottom line, we are in an era where discrimination claims of all races and genders are running rampant. Employers need to be able to defend themselves, and if they are not collecting, analyzing, and acting on their own statistical employment data, organizations may find themselves beholden to costly settlements.
Take Walmart as an example. A recent legal battle between the Equal Employment Opportunity Commission and Walmart proves the importance of keeping track of your employee (and applicant) demographic information. In this case, the EEOC collected its own data to build discrimination claims against Walmart, however, because Walmart prioritized maintaining their own robust data, they were able to successfully challenge the EEOC's allegations and demonstrate that discrimination was not occurring as speculated.
Discrimination claims are not isolated to large organizations, and in order for all organizations to proactively prepare for similar challenges, an annual robust data analysis is essential. As part of our services, AAP Compliance provides in depth analyses to look for statistical anomalies within the race and gender demographics of your employment practices. This process not only helps to ensure an organization’s compliance with Title VII, but our guidance helps our clients understand what could be perceived as discrimination based on statistical results, keeping them get ahead of any potential challenges before they can occur.
To learn more about how our robust reporting helps equip employers with the statistical insights needed to successfully defend their employment practices, contact us today!