Understanding discriminatory hiring practices is increasingly important for HR professionals and hiring managers as worker rights take center stage. Notably, recent legal changes have spotlighted LGBTQ rights. The Supreme Court’s extension of Title VII of the Civil Rights Act now covers not only discriminatory hiring but also firing based on sexual orientation or gender identity. This legal landscape underscores the significance of being mindful of discriminatory practices during background checks, as various groups have encountered discrimination in hiring.
For instance, federal regulations govern the use of an individual’s criminal history in hiring decisions, with some states like Texas enacting additional measures to safeguard underserved populations in the workforce. Such protections are provided under laws like the FCRA and Title VII. As these safeguards evolve, there is heightened scrutiny on exclusionary hiring practices, whether intentional or not. Consequently, it’s advisable to collaborate with a background check vendor capable of tailoring programs for small to mid-size companies to maintain compliance. This approach allows companies to prioritize their objectives while ensuring equitable hiring practices for all.
When your business seeks support in various crucial aspects like employment screening, criminal background checks, adherence to FCRA regulations, drug screening, verification of education and employment history, examination of driving records (MVR), credit assessments, or validation of social security numbers, reach out to the Swailes Background Team for prompt enrollment and comprehensive assistance.