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20227 - What’s Next for Employment Equity?

Sat, August 9, 8:00 to 9:30am, East Tower, Hyatt Regency Chicago, Floor: Ballroom Level/Gold, Grand Hall I

Description

Derived from the civil rights act, equal employment opportunity (EEO) requirements to prevent discrimination in the US largely target organizations with requirements managed through human resources and legal departments. However, economic and labor force transformations including globalization, organizational restructuring, and the proliferation of information technologies have shifted organizational forms, reducing the share of employees covered by EEO rules. Over the past four decades, accelerating neoliberalism drove organizations to become flatter, seek more flexibility, and shift more risks to workers. More recently, technological changes including platform-based companies, remote work, and increasingly sophisticated AI continue to make new organizational forms possible. A key result of all of these trends is fewer jobs with the Standard Employment Relationships that characterized the post-WWII era. More and more, non-employees, whose work is outside organizations’ EEO apparatuses, provide the effort that becomes revenue. As all of these macro-level shifts have been changing what it means to have a job, many if not most companies, schools, and virtually every kind of organization has drafted a diversity statement and adopted a set of equity, diversity, and inclusion (EDI) goals. But when and how do these equity tools, both in the new EDI frame and the older EEO frame, apply to workers as employment relations shift? What are the implications of these developments in work relations for meaningful equity and inclusion?

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