Smaller companies may have only a handful of employees involved in the recruiting, hiring, and supervision of the workforce. Larger companies, however, may have dozens of these employees, perhaps spread across multiple branches and locations. Equal Employment Opportunity (EEO) managers generally work in the human resources departments of companies to help ensure organization-wide compliance with all EEO regulations.
These regulations are part of nearly every aspect of a company's hiring and management processes. These managers regularly review existing company procedures and design new systems (if necessary) to ensure that clearly-written rules and processes govern these interactions. They also work to educate all personnel involved in the hiring, management, and supervision of employees regarding the parts of their jobs which pertain to equal employment opportunity laws.
If a company fails to comply with these laws in its hiring and promotion operations, it may be subjected to settlement hearings with local labor boards or even civil action in court. EEO managers are responsible for preventing these costly situations from occurring, and they also provide input and advice to managers and supervisors and help guide them through the processes of proper promotion, interviewing, and disciplinary action. These managers should always be available to provide advice regarding the management of other employees, and may help instruct supervisors at all levels in proper documentation and disciplinary procedures.
Candidates for this position should generally have a business degree in human resources or a related field, and outstanding written and verbal communication skills are very important. These managers usually work in office environments during traditional business hours, though some travel may be required for training or education purposes.
Equal Employment Opportunity (EEO) Manager Tasks
Assist in EEO investigations and hearings.
Interpret civil rights laws and equal opportunity regulations; develop and implement policies to support non-discriminatory company policies.
Perform workforce analysis to determine recruitment needs and proper employment of minorities and women.
Conduct or coordinate employee EEO training for managers and supervisors.
Oversee day-to-day EEO company practices and activities.