Knowledge and understanding of Equal Employment Opportunity?
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EEO was created in the mid 60's and has to do with employers not discriminating on the basis of ,race, religion,sex,age, etc. It was part of President Johnson's' Great Society program. It is still in operation and you can find more at www.loc.gov
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Try the EEOC.  The Equal Employment Opportunity Commission.  They are a division of the Department of Labor and handle discrimination cases and hostile work environment situations.  If it is an issue with pay or employees working off of the clock, the Department of Labor in your state would handle it.  \n\nAlso, try going to Human Resources first and make sure to document it.  (Who, when, what, where, why)  It is the job of Human Resources to handle internal complaints.  If they retaliate against you (illegal) and you document all of the above, you have a more solid claim with the EEOC.
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I loved these articles by Walter Williams (Professor of Economics).  He states exactly how I feel about affirmative action way more eloquently than I ever could.  You should give them a read, if you really value diversity and are open minded, then you might find them interesting.
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http://www.medlawplus.com/legalforms/instruct/sample-eeagree.pdf#search='sample%20employment%20contract'\n\nhttp://hr.blr.com/human_resources/sample_employment_contract.htm\n\nhttp://en.wikipedia.org/wiki/Employment_contract
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To evaluate an employee or a future candidate for employment\n You must asses the skills or there ability for the work that is needed to be done.What qualifications they posses what schooling they have done,temperament and suitability for the\n post they are applying for.In other words are they the right\n people you would want to work for you. ?
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http://www.sc.gov/Portal/Category/EMPLOYEERIGHTS
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Check out www.ajb.org and click on the CareerInfoNet tab at the top-you can check abilities/tasks/skills and also what schooling or educational level is needed, as well as compare wages from different states and all over the nation. You can also check ONET online. :) Happy hunting.
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what about it?  Are you seeking employment?
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This is probably the shortest one I have ever seen (and this was a very large employer):\nPERSONNEL POLICIES FOR STAFF MEMBER EMPLOYMENT\n14. Affirmative Action\nA. GENERAL\nConsistent with its status as a Federal contractor, the [company] undertakes affirmative action for minorities and women, for persons with disabilities, and for covered veterans.1\n\nApplicability: All Employees\n\n1 Covered veterans are special disabled veterans, recently separated veterans, Vietnam era veterans, or any other veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.\n\nHere are some other policies and plans:\nhttp://www.bussvc.wisc.edu/purch/VendorInfo/AffAction/SamplePolicyStatement.doc\nhttp://www.dol.gov/esa/regs/compliance/ofccp/pdf/sampleaap.pdf
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depends on the type and size of the company but i have only been hired on my education and experience not anyone i knew.  knowing someone can make it easier to get your foot in the door though.
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Equal opportunity is a descriptive term for an approach intended to give equal access to an environment or benefits, such as education, employment, health care, or social welfare to all, often with emphasis on members of various social groups which might have at some time suffered from discrimination. This can involve the hiring of workers and other such practices. Social groupings generally emphasized in such a way are those delineated by aspects of gender, race, or religion.\n\nEqual opportunity practices that are race-blind or gender-blind may be distinguished from practices that involve or require affirmative action or reverse discrimination. The United States federal government and various state and local governments require affirmative action in terms of governmental hiring and contracting; many other countries make such action illegal.\n\nIn developing countries, equal opportunity is best provided by creating jobs accessible to poor people. Economic studies suggest that this is achieved by reducing barriers to entry and allowing entrepreneurial activity.\n\nThe method of providing equal opportunity is often a subject of controversy, as is the means by which to measure the success or failure of equal opportunity policies. Opportunity itself is often difficult - if not impossible - to accurately measure. Thus, in practice, equal opportunity is said to exist when people with similar abilities reach similar results after doing a similar amount of work. In other words, equal opportunity is measured by the degree of equality of outcome that it generates. Indeed, equal opportunity and equality of outcome are often seen as complementary. For example, as long as inequalities can be passed form one generation to another through gifts and wealth inheritance, it is unclear that equality of opportunity for children can be achieved without greater equality of outcome for parents.\n\n\nMale\n\n\nFemale\n\n\nDivorced\n\n\nThe Association of American Publishers (AAP) is the largest trade association of publishing companies in the United States. Its members are principally book and academic publishers.\n\nThe AAP serves many public relations functions, but perhaps its most notable role is lobbying for stronger copyright laws; its chief opponents are therefore libraries and consumer organizations.\n\nThe present head of the AAP is former Colorado Congresswoman Patricia Schroeder.\n\nThe AAP is also engaged in standardisation efforts in document preparation.\n\n--OR--\n\nAllied Administrative Publication
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They are giving them a chance to get started.  Equal opportunity isn't fair for everyone now, is it?
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Employment Law Information Network: www.elinfonet.com\nOffers tons and tons of articles on employment law, organized by state and federal.  Happy researching.
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I have worked as a volunteer many times in the past. This has given me some insight into how the government, companies and organizations work. I bring a supportive personality and a Can Do attitude. I also bring in the view point of a part of the market base that is often ignored during marketing campaigns. My knowledge of the likes and dislikes of the "Outcasts" and the "Counter-culture" can be of great benefit if properly used.\n\nI would like to know what your company would bring to me if I was to accept employment, would I be able to satisfy my desire for a challenging and rewarding career that actually makes a difference?
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Knowledge, instead of ignorance!\nHuge benefit!
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It is often when many perspective employers desire to get applicants to come and try to find employees who would be good for their company/business. The same screening guidelines are used, as would be for any employer. They want to offer positions for those they feel would be qualified to fill the job opening. It has to be a good fit on both sides. What can the business offer you and what can you offer them.
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I am pretty sure that if youlook closely enough you will find and asterisk (*) that explains that answering personally identifying answers are voluntary.. some are allowed to ask questions like this lawfully if something particular would interfere with either your or the companies ability to meet certain guide lines.. why would a company hire a 90 year old to run carnival rides.. or work in a factory where they have to toss around bags of cement all day?\nIt is discrimination and totally illegal if answering such questions is a mandatory requirement to being considered for the job.. speak with the local chapter on discrimination and staple a flyer to your applications.. they should take the hint.. or maybe perceive you as a troublemaker.. so be it.. why would you want to work for a company of reversed racists anyways? There's no future in a place that doesn't accept you for who you are and the accomplishments you possess in work history or  advanced education. Someone will appreciate your efforts.. keep searching :)