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Oct.15th
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Course

Equal Employment Opportunity Training

Equal Employment Opportunity
4th Edition
Inclusion
Respect
all

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.

Building equity into every stage of the employee experience isn’t just good practice—it’s both a compliance requirement and a business advantage. True equity means aligning employees, managers, and leaders around shared values and consistent decision-making. When fairness and objectivity guide workplace choices, organizations create a culture of trust, inclusion, and accountability that strengthens overall performance.

Course Description

Emtrain’s Equal Employment Opportunity (EEO) course helps organizations meet EEOC and OFCCP standards while building a foundation for equity and respect across teams. The course is designed for use in all 50 U.S. states and is relevant for organizations operating in Canada. Learners explore topics such as inequity in team experiences, potential recruitment bias, and the role each employee plays in ensuring fairness in the workplace.

If your organization holds federal contracts, this course satisfies OFCCP training requirements. The latest version includes new, high-quality video lessons and an option to add industry-specific manufacturing content, allowing companies to tailor the experience to their workforce. With Emtrain’s EEO training, organizations can equip employees to make fair, consistent decisions and strengthen a workplace culture grounded in equity and compliance.

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
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Course feature cards

Lessons

Managers
(45 min)
Non-Managers
(35 min)

Introduction

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What's Unlawful Discrimination?

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Definition

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Recruiting and Hiring Practices

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Career Development

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Retaliation

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The Manager's Role

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Reporting, Investigations, and Workplace Policies

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Provide Your Feedback

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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. View some of the example 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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