Comcast Corporation recently reached a conciliation agreement with the Department of Labor’s OFCCP to settle accusations of race and sex discrimination. The Seattle company will pay 96 former and current employees and 100 job applicants nearly $190,000.The OFCCP found in their investigation of the time between March of 2006 to September 2007 Comcast was in violation of Executive Order 11246, for steering female employees into lower-paying positions as customer service representatives as opposed to higher paying positions that were deemed to be more “technical.” It was also discovered that Comcast had systemically rejected 100 qualified Asian, African Americans and Hispanic job applicants for their call center. The OFCCP issued notices of violations back in March 2011 and an agreement was finally reached on April 30, 2015, after an extensive conciliation process. Settlement and Findings
- OFCCP issues notices of violation on March 22, 2011.
- An agreement was reached between Comcast and the OFCCP on April 30, 2015
- Comcast will pay 96 former and current female employees $53,633 in back pay with interest
- Additionally, the company will pay 100 Asian, African American and Hispanic applicants $133,366 in back pay with interest
- The federal contractor also agrees to hire 31 members of the impacted class as positions open in the call center
- Comcast will correct any discrimination practices as well as put in place self-monitoring systems ensuring that their compensation practices are in full compliance with the law
Comcast Corporation is a worldwide technology and media company. The corporation is the United States largest provider of internet, video and phone services. The company’s customers include residents, businesses as well as federal facilities.TakeawayIt is clear that Comcast did not monitor their hiring and promotion practices and chose not to administer analyses to check their process for systemic issues. CRI always encourages employers to test and analyze their entire selection process in order to identify systemic issues well in advance of an OFCCP audit and ensure that correct and compliant systems are in place. If you need assistance with reviewing your company’s hiring or promotional processes or in preparing your affirmative action plan, please contact Career Resources.