To demonstrate compliance with federal rules prohibiting workplace discrimination, employers who receive federal assistance, such as public institutions, may inquire about an applicant’s race and ethnicity, including whether or not he is Hispanic or Latino. These companies maintain these records so that their human resources teams may monitor their progress toward their goals of recruiting a workforce that is representative of the local community and its many cultures.
Employers who receive government assistance continue to be subject to scrutiny by the U.S. Equal Employment Opportunity Commission, which was established in 1964 to enforce rules against discrimination in the workplace, as stated by Vitae. Therefore, many educational institutions and government agencies must provide the commission with access to applicant information.
According to the Equal Employment Opportunity Commission’s website, it is illegal for an employer to make hiring or promotion decisions based on preconceived notions about a person’s gender, religion, ethnicity, race, or national origin.
The Equal Employment Opportunity Commission was established in 1964 by Congress to implement Title VII of the Civil Rights Act. The commission is able to set forth equitable employment policies and grant permission for lawsuits involving workplace discrimination.
