As a longtime regular on the HR speaker’s circuit, I have often had this nagging suspicion that I’m just preaching to the choir about EEO compliance. Of course, today’s HR professionals need to know about the latest scary lawsuits, legislation, regulation, and EEOC enforcement guidance. But increasingly over these past 15 years, as I would look out into audiences of HR professionals, I would catch myself thinking,
These HR folks get it. Better yet, they’re striving to fulfill the promise of EEO on the ground, where it matters most. You’re preaching to the choir! Is this really who the EEOC is “fighting?”
When it comes to EEO, HR professionals more closely resemble acolytes, rather than adversaries. Even so, discrimination litigation virtually always plays out like old spaghetti Westerns or silent movies, replete with hapless victims (played by the Employee), evil villains (played by Managers), and inept or corrupt sheriffs who refused to enforce “the law” (played by HR professionals).
In this victim/villain view of workplace discrimination disputes, regular line managers play leading roles in creating liability for the overall organization and/or for themselves individually, often carrying out their villainous deeds beyond the reach or with the cooperation of the sheriff (i.e., HR). After all, in organizations with centralized HR and decentralized operations, HR simply cannot police every potentially problematic personnel interaction or monitor every manager. In most discrimination lawsuits, the “bad stuff” of EEOC’s charges and employee lawsuits really does happen BEFORE the sheriff (i.e., HR) can restore law and order.
And so, with all this preaching-to-the-choir, I began to wonder whether (and how) the EEO compliance message reached these potential villains in the workplace trenches. When handing managers the keys to the executive restrooms, do we tell them that their acts and omissions vis-à-vis subordinates could result in corporate and individual liability? Do we explain HR’s essential risk management role—namely, to spare managers the dehumanizing, expensive, and soul-crushing experience of playing “the villain” in employment litigation? Do we help them spot employee issues that require automatic escalation to HR? After all, line managers are HR’s “eyes” and “ears.” Have we co-opted line managers into the overall compliance process, actively enlisting their support to reduce organizational risk? Have we explained HR’s and in-house counsel’s obsession with documentation and processes in an accessible way that makes sense? Have we made “the law” simple enough to follow during the press of everyday business?
When delivering “Defensive Management” to HR professionals and in-house employment counsel, their sheepish grins actually answer those questions. Most organizations report a disconnection between in-house counsel, HR and managers, as though each were operating in silos without a shared sense of endgame. This disconnect may also help explain why, despite record workplace regulation and employee litigation, the EEOC continues to take in nearly 100,000 new charges each year while progress toward leveling racial and gender disparities in unemployment, advancement, and wealth distribution has stalled. Learn more here. Our litigation-based methods to reduce discrimination charges and promote equal opportunity have not proven particularly effective. And one potential “fix,” among many others, will involve renewed focus on fully educating managers about organizational commitment to EEO and their important role in advancing it, as well as in reducing the risk of EEO disputes.