By fostering a culture of diversity – or the ability to value and value individual differences – employers benefit from different perspectives on how to address business challenges and succeed. The term refers to the endless range of unique characteristics and experiences of individuals such as ethnicity, gender, age, and disability. Because disability is a natural part of diversity, companies can benefit from measures to ensure that people with disabilities are represented in their workforce. One of the first laws protected by the EEOC was the Equal Pay Act of 1963, which made it illegal to pay men and women different wages for the same work.5 Given that 78% of medical laboratory workers are women, this law is particularly valuable in the field.6,7 However, it is questionable whether this law is followed and enforced in laboratories. In its annual salary survey, the Medical Laboratory Observer reported that in 2013, men with an associate degree earned $68,750 per year, while women earned an average of $49,390.8 This troubling trend continues in graduate labs, with women earning $77,908 and men earning $89,694. Women with a university degree do not earn as much as men with a bachelor`s degree. This gap is illegal under the Equal Pay Act 1963 and yet is not directly monitored on an individual basis. The National Pay Equity Committee cites a number of key reasons for the persistent gap, including wage secrecy, the impossibility of prosecution, the strength of existing laws, and the fact that not all jobs are open to women.9 These alarming and illegal wage gaps certainly merit further examination. In July 2021, GovDocs brought together more than a dozen HR and compliance professionals for an in-depth discussion on diversity, equity, and inclusion. The Virtual Compliance and Coffee Roundtable provided an opportunity for attendees, representing some of the country`s largest employers, to speak specifically about their company`s efforts. Meanwhile, the #MeToo movement has also contributed to new diversity, equity, and inclusion laws, including anti-harassment training, expanded protections under equal pay laws, pay history bans, and more. Shaw noted a recent trend of companies paying incentives or higher salaries to candidates who meet their diversity goals.

“If you take someone who is not part of this program and pay less, you have discriminated,” she said. Employers who practice such practices may be discriminated against and pay for unjust complaints. Public sector employers, including local authorities, schools, the civil service, the police and the NHS, have a specific legal duty of equality that applies in the performance of their public duties. This obligation does not apply to private companies that do not perform public tasks. And that includes the German government, which has recently seen three new developments on these topics. President Biden has made it his administration`s official policy to “cultivate a workforce that draws from all the diversity of the nation.” As the country`s largest employer, the federal government must be a model for diversity, equity, inclusion and accessibility, treating all employees with dignity and respect. As a result, the federal government must strengthen its capacity to recruit, hire, develop, nurture and retain our country`s talent and remove barriers to equal opportunity. It must also provide resources and opportunities to strengthen and advance diversity, equity, inclusion and accessibility across the federal government. The federal government should have a workforce that reflects the diversity of the American population. A growing body of evidence shows that diverse, equitable, inclusive and accessible workplaces lead to better performing organizations. Most people have heard of equality and diversity, but what does it really mean? Where does the pain come from and what are the legal obligations of employers to ensure equality and diversity in the workplace? An employer hosts quarterly calls, webinars and guest speakers, and has a Vice President of Diversity, Equity and Inclusion. “The addition of a non-binary gender marker to the EEOC fee collection process will be an important step in promoting greater inclusion of members of the LGBTQI+ community,” EEOC President Charlotte A.

Burrows said in a statement. “To advance our mission to prevent and eliminate discrimination in the workplace, we must serve all workers, including those who do not identify as male or female. Our publicly available forms should make it clear that we respect this diversity. Paragraph 10. Promote equal opportunities for employees with disabilities. (a) In accordance with implementing Decree 13548 of 26 July 2010 (Increasing Federal Employment of Persons with Disabilities), the Federal Government must become a model for the employment of persons with disabilities. Because a workforce that includes persons with disabilities is a stronger and more effective workforce, organizations must provide an equitable, accessible and inclusive environment for employees with disabilities. In order for federal employees and candidates with disabilities to be judged on merit, accessible information technology must be provided and, where necessary, reasonable accommodations must be available to enable qualified persons with disabilities to perform the essential functions of their position and to have access to opportunities for advancement.