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Equal Employment Opportunities

  • Everyone has the right to apply and to be considered for a job without any form of discrimination.
  • Objective standards (knowledge, experience, skills, and education) are the ONLY criterion for employment decisions.
  • EEO says no to job discrimination.
  • EEO is about Employment fairness and mutual benefits among political agencies, companies, and employment applicants.

A LIST OF EMPLOYMENT BARRIERS

  • PHOTO
  • RACE/COLOR
  • SEX
  • AGE
  • RELIGION
  • GROUP AFFILIATION
  • MOTHER TONGUE (LANGUAGE)
  • HANDWRITTEN COVER LETTER
  • NATIONAL ORIGIN
  • EMPLOYMENT DISPLACEMENT

Any job advertisement requesting any of the above without a rational justification shows that the advertising company practices JOB DISCRIMINATION AND UNFAIRNESS.
To select applicants by using any of the above in employment decisions is job discrimination.
Employment Fairness costs nothing; it simply means being aware of the current trend of society and being flexible to meet societal needs, especially, public opinion.
If your company practices EEO, be proud to write in your next job advertisement: Equal Employment Opportunities or Equal Opportunity Employer.
EQUAL EMPLOYMENT OPPORTUNITIES is for everyone who seeks employment. Job discrimination is unacceptable.
We want employers and politicians to be aware of the consequences of job discrimination in current employment practices.

NO JOB DISCRIMINATION IN THE PUBLIC AND PRIVATE SECTORS

· Mutual interest among partners in society: politicians, employers, job applicants, and employees
· Mutual benefits among partners
· Sensitivity of job discrimination
· Laws and education against job discrimination

Our Philosophy: Employment Fairness with no barriers.
EEO-WORLDWIDE philosophy is about equal employment opportunities for everyone. To do this we must remove the ghost from our current employment practices in order to select applicants by using an objective standard. Using QUALIFICATIONS with respect to job requirements is an act of adapting to social reality. We are primarily concerned about the discrimination of employment practices. Job discrimination also occurs after a person has been hired - mobbing and assigning discriminatory job tasks. We acknowledge that not having a job is also an aspect of job discrimination. If globalization means anything, for sure, it does not suggest globalizing job discrimination. A world in which EEO is practiced is preferred to job discrimination.

See Notes for reasonable exceptions.

In certain cases, corrective actions are necessary in order to bring about a balance work force. This might supercede if it attempts to correct past employment discrimination.

With respect to searching for international employees, a local employer is obligated to find a local resident with

reasonable qualifications to fill that position. If nobody could be found, an international search is justified. All this does not

imply that an employer has to make a job requirements unreasonable. Job descriptions and specifications should match skills and qualifications that are normally available in the country where the position is offered.

Emploment Displacement - employers seek international candidates rather than citizens and permanent residents from where jobs are offered. If a job is offered in a certain country, from all qualified applicants, local residents, citizens, and permanent residents of that country where the job is offered have priority; thus, this removes employment displacement barrier.

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