Stack of balls that say wrong choice and right choice, an arrow is stuck in the right choice.

Background Checks and Discriminatory Hiring

Worker rights continue to be more in focus, and as an HR (human resource) professional or a hiring manager, it is more important than ever to be knowledgable of discriminatory hiring practices. One of the most recent legislative landmarks recognizes the LGBTQ community. The Supreme Court’s expansion of Title VII of the Civil Rights Act now prohibits not just discriminatory hiring practices, but firing as well. This is an important factor to remember when running background checks as many other groups have also been impacted by hiring discrimination.

For example, how you use a person’s criminal history when making a hiring decision is governed by federal regulation. Many regions, including Texas, have limited state-level regulations specific to underserved populations in the workplace. These groups have been protected by federal legislation, such as the FCRA & Title VII. As safeguards continue to grow, the light will undoubtedly shine brighter on any exclusionary hiring policies and practices companies have intentionally, or unintentionally, allowed to take place. In light of this, it’s important to partner with a background check vendor that can customize a program for a small to mid-size company to remain compliant. This will enable you to focus on other company goals as we all continue to grow!

When your business needs assistance with employment screening, criminal checks, FCRA compliance, drug screening, education and employment verification, driving records (MVR), credit checks or social security number validation, contact the Swailes Background Team to get quickly signed up.