Equity Job Assignments?

I had the opportunity to speak and train the Human Resources team focusing on Diversity, Equity, Inclusion and Belonging. DEI+ isn't just a box to check; it's a set of domains that focus on auditing and driving real outcomes throughout the talent cycle. One area that often flies under the radar in terms of inequity is job assignments—where certain employees, especially women of color, are often overlooked for favorable roles and projects.

HR and Managers play a critical role in addressing this issue. Equitable job assignment audits and action plans must be part of any DEI strategy to ensure that all employees have access to meaningful opportunities.

This Season The Equity Source Newsletter will highlight Black voices, stories and diverse resources that should be on your radar and in your news feed.

Here are a few real-world examples where job assignments were at the heart of discrimination cases:

• How often should Job Assignments be audited? EEOC v. Denny's Corp. (1997)-A Black female employee alleged that Denny’s had a practice of assigning more favorable job roles and shifts to white employees, while relegating Black employees to less desirable positions. This practice was found to contribute to systemic discrimination. The case was settled for $54 million, with Denny's agreeing to comprehensive anti-discrimination training and to revise their job assignment processes to ensure equity.
• In what ways does your organization audit the process for intersectional groups? EEOC v. AT&T (2008) - Native American women at AT&T alleged that they were denied leadership roles and assigned to lower-level positions despite having equal or greater qualifications than their non-Indigenous colleagues. AT&T settled, agreeing to pay damages and reform its job assignment and promotion practices. They also implemented diversity training to eliminate discriminatory practices.
• Why do you think it takes long to proactively do Job Assignment Audits? EEOC v. ABM Industries (2017) - The EEOC filed a lawsuit on behalf of a Latina employee, who alleged that she was given unequal job assignments and pay compared to her white counterparts. Despite her qualifications, she was consistently assigned to menial tasks. The case resulted in a settlement, compensation for the employee, and ABM’s commitment to better training and policies regarding equitable job assignments and promotions.
• How do Job Assignment Audits ensure equity for all diverse talent? EEOC v. Dial Corp (2005)-White women working at a Dial soap manufacturing plant alleged that they were discriminated against in job assignments, often being placed in lower-paying, less physically demanding jobs compared to men. Women were systematically excluded from higher-paying positions in production lines that were predominantly male. The case led to a $10 million settlement. Dial Corp was required to implement new job assignment practices and policies to prevent gender-based discrimination and ensure fair opportunities for both men and women in job assignments.

As these cases show, equitable job assignments are critical for ensuring that all employees have a chance to succeed. What would Black talent and women say about their experience with equitable job assignments?

For those who want to learn this work, here are resources:

For HR: Equity Guide in Job Assignments

For Employees: Equity Guide of EEOC cases

The Equity Source shifts leaders and organizations from good intent to exceptional impact. Reach out for speaking or training at [email protected].

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