Course Experts
Janine YanceyEmtrain Founder & Employment Law Expert
EEOC & OFCCP Compliance
Course Video Preview
A manager shares with a team member they are hiring a personal friend for a lead position without telling the team of the position being available.Course Description
Emtrain’s latest version of the Equal Employment Opportunity training course applies to organizations in all 50 states. Given the course’s broad language, this course could easily apply to organizations in Canada as well. The updated course has brand new videos, covering topics such as Inequity in the Team Experience and Potential Recruitment Bias. Equal Employment Opportunity (EEO) training is recommended by the EEOC (Equal Employment Opportunity Commission) and it is required by the OFCCP (Office of Federal Contract Compliance) if you're a Federal Contractor. If the organization has federal contractors, this course must be rolled out for the OFCCP (Office of Federal Contract Compliance). We now offer new Manufacturing video lessons for your training program! You can add these new video lessons to your existing Equal Employment Opportunity (EEO) course to align with your specific industry and setting.Key Concepts
- The definition of unlawful discrimination
- Common situations in the employee experience that are prone to discrimination
- Conducting an equitable recruitment and hiring process
- Conducting an equitable career development process
- The situations that often give rise to retaliation
- The manager’s role in creating an equitable employee experience
- Affirmative action for government contractors
- Reporting, investigations and workplace policies
Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
Managers
(45 min)
(45 min)
Non-Managers
(35 min)
(35 min)
Introduction
What's Unlawful Discrimination?
Definition
Recruiting and Hiring Practices
Career Development
Retaliation
The Manager's Role
Reporting, Investigations, and Workplace Policies
Provide Your Feedback
Relevant Courses
Complementary Microlessons
Recommended Resources
From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. Search the questions below and see the Experts answers.
Q
What does Equal Employment Opportunity mean in practice?
Thanks for asking. Equal Employment Opportunity means that hiring, promotions, pay, and other workplace decisions are based on qualifications and performance, not personal characteristics like race, gender, age, religion, or disability.
Q
How can we identify what’s unfair vs. what’s actually illegal discrimination?
Good question. Unfair treatment could be favoritism or rudeness that isn’t tied to a protected characteristic. Illegal discrimination happens when an employee is treated differently because of things like their race, gender, or disability. Both are harmful, but the law specifically prohibits discrimination against protected groups.
Q
How should employees report workplace discrimination safely?
The best step is to use your company’s reporting channels — usually HR, a compliance hotline, or a manager you trust. Reporting in writing can also help create a clear record. Retaliation for reporting in good faith is not allowed.
Q
Why is retaliation against employees who file complaints unlawful?
Retaliation — like demotion, firing, or harassment after filing a complaint — discourages people from speaking up. Laws protect employees so they can raise concerns without fear. Companies that retaliate face legal risk as well as culture damage.
Q
How should managers handle EEO complaints in their teams?
Managers should listen carefully, thank the employee for coming forward, and escalate the issue to HR or compliance. They shouldn’t investigate on their own or dismiss the concern. Taking it seriously builds trust and ensures proper handling.
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