The right of all employees to be treated equitably in all fields of their jobs is Equal

Employment Opportunity (EEO). Equal employment opportunities should be offered for all areas

of work, including recruitment, assignment, promotion and access to all benefits and

opportunities (Anonymous, 2018). In other words, people are entitled to equal rights according to

race, ethnicity, religion, nationality or sexuality. There are EEO regulations to ensure that

everyone has a fair and reasonable job opportunity. The argument is founded on the premise that

everyone should be provided with the same opportunity for training and growth.

The Opportunity to equal employment does not secure the employment of persons from

under-represented groups. The aim of the EEO laws is not to discriminate or to have problems as

they belong to a minority marginalized. If any inadequate activity occurs or if people with

political power are recruited more than those in protected categories, employers must give

acceptable justifications for their actions. The applicants may also be able to act against

employees involved in non-ethical activity that damages the reputation of the organization. EEO

Act gives employees a fair and equal sense of appreciation, improving performance, profitability

and happiness. In addition, people increase their professional opportunities by reducing the

possibility to be unwilling to compete to find job in particular companies. The costs of

recruitment will increase, and recruitment processes can also get more complex. Any data from

applications that are needed to provide for a better and faster hiring process is a strategic aim for

the organization to seek during the recruitment phase. As a result of the EEO Act of the

government, all applicants for the company's employment options, responsibilities and

opportunities will be provided. As a result, recruiting strategies will be more costly and the

selection process itself will grow harder. Another major strategic aim of a firm during the

recruitment process is to prevent any information required in all the application processes,
therefore ensuring a rapid and efficient recruitment process (Stoilkovska, 2015). Disregard is

applied whenever someone is unfairly treated, such if one person is recruited to another because

to their ethnicity or sex.

Employees receiving equal and fair treatment are better, more productive and happier by

the EEO rules. The opportunity for job is based on requirements. Occasionally, employment

opportunities are predicated on condition and requirements. Age, political affiliation and religion

can all be taken into account. As EEO regulations are aimed at equality, however, underlying

prejudices are not tolerated. Discrimination needs to be removed. The EEO Regulations do not

allow specific data that may be used as a tool for commercial purposes.

Employees receiving equal and fair treatment are better, more productive and happier by

the EEO rules. The opportunity for job is based on requirements. Occasionally, employment

opportunities are predicated on condition and requirements. Age, political affiliation and religion

can all be taken into account. As EEO regulations are aimed at equality, however, underlying

prejudices are not tolerated. Discrimination needs to be removed. The EEO Regulations do not

allow specific data that may be used as a tool for commercial purposes.

References:

The politics of equal employment opportunities. (2018). Education, 99(5), 16.

https://www.proquest.com/scholarly-journals/politics-equal-employment-opportunities/

docview/2115664152/se-2?accountid=158986

Bartlett, C. J. (1979). Equal employment opportunity issues in training. Public Personnel

Management, 8(6), 398. https://www.proquest.com/scholarly-journals/equal-

employment-opportunity-issues-training/docview/215941086/se-2?accountid=158986
Stoilkovska, A., Ilieva, J., & Gjakovski, S. (2015). Equal employment opportunities in the

recruitment and selection process of human resources. UTMS Journal of Economics,

6(2), 281-292.https://www.proquest.com/scholarly-journals/equal-employment-

opportunities-recruitment/docview/1818354443/se-2?accountid=158986

Noe, Raymond, Hollenbeck, John, Gerhart, Barry, & Wright, Patrick. (2020). Fundamentals of human

resource management (8th ed.) McGraw-Hill Higher Education