NYU and the EEOC…. How could this Happen?

NYU and the EEOC…. How could this Happen?

NYU and the EEOC…. How could this Happen?

I grew up respecting these great institutions of higher learning…. They were these lofty institutions of amazing knowledge and justice.  So how can this happen?  NYU, one of the largest and most prestigious universities in the nation is subject to a $210,000 settlement for allowing a racially hostile environment.  Further, keep in mind, this is only the cost to settle; attorney’s fees and productivity lost to defend this case is certainly another six figure dollar amount. We thought the days of overt racism were over; however, an African employee was subject to such an environment being called ‘monkey’ and ‘gorilla’ as reported by the EEOC.  But isn’t NYU the paragon of diversity, nestled in lower Manhattan amongst a cross section of diversity rarely duplicated in other areas?

This type of thing happens not because the institution is a bad place, but because a few untrained and unchecked people allow this toxic and discriminatory behavior to fester.  In short, untrained staff put a fine institution in jeopardy and has exposed the institution to fees and costs possibly over $500,000. As ignorance is not an excuse for the law, the lack of proper Title VII and EEO rules training doesn’t absolve an organization from discrimination lawsuits.  How could NYU or any organization minimize its risk?

Proper rules training is essential. This year the Supreme Court has altered the definition of retaliation to include immediate family.  Further, oral complaints are now deemed reasonable vehicles for lodging a discrimination complaint.  Other Title VII issues include how caregivers are treated, along with the proliferation of age discrimination cases as baby boomers move through their careers.

Just as an organization stays up to date on the latest software, communications, and security, organizations also need to secure its staff with proper rules training.  These federal guidelines can only help employers if employers make a point to stay up to date on the rules.  While NYU might have deep pockets and/ or insurance to pay for these damages, and might even have such a strong reputation to withstand this bad press, other organizations may not be as resilient in a recession.  Part time EEO staff, offices which are only partially dedicated to training and fielding complaints, leaves organizations exposed to this type of risk.  In light of that, the time and energy to regularly train staff can keep an organization out of the EEOC press room, and focused on the business at hand.  Just a higher education trains it students, the same emphasis needs to be placed on educating its staff for the betterment of a good organization.