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Equal Opportunity Employment

DigiTech is a US-based maker of personal computers, tablet computers, software, and computer accessories. DigiTech’s creator fashioned a program that would allow computer users to communicate using symbols, visual metaphors, and pointing devices. Before venturing into computer manufacturing, the business developed a name by popularizing the application’s successful graphical user interface. DigiTech is a consumer gadgets, software, and internet services sector. The company has grown tremendously due to the increasing usage of digital products, particularly e-commerce-related things, worldwide. It has 200 full-time employees and 80 part-time employees, most university students studying computer technology. The headquarters of the corporation are in Ahoskie, North Carolina.

DigiTech has created a healthy work environment because it understands how vital employee performance is to its success. The company has earned the confidence and trust of its employees by embracing equal employment opportunities and advocating for worker safety. Equal employment opportunity has also enhanced the recruiting process, increased employee engagement, increased customer satisfaction and service, and built a brand reputation (Beltrán-Martín & Bou-Llusar, 2018). Because state and federal regulations demand that all applications be examined regardless of background, color, culture, or other demographic classifications, the company focuses on examining candidates’ ability, skill set, and abilities to contribute and offer substantial value to the organization. Adherence to government standards has also helped DigiTech avoid legal ramifications and a tarnished brand reputation, allowing it to maintain its market position and attract new employees.

In addition to federal standards addressing hiring and firing, workplace safety, fair pay, and other aspects of employment, they protect employees from discriminatory acts and harassment. According to the Equal Employment Opportunity Commission (EEOC), it is illegal for companies to discriminate against workers and job seekers based on race, color, religion, sex, ethnicity, disability, or age (EEOC, 2022). While all of the EEOC’s legislation is important, the most relevant to DigiTech are Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the Rehabilitation Act of 1973. First, Title VII of the Civil Rights Act of 1964 protects workers and job seekers from race, creed, color, ethnicity or gender-based discrimination (Federal Trade Commission, 2022). The act addresses the complete range of employment choices, including recruiting, selection, termination, and other employment terms and conditions. Firms that follow these guidelines prioritize recruits’ ability, knowledge, and talents, guaranteeing that the best individuals are hired regardless of their demographic categorization.

Similarly, the Equal Pay Act of 1963 is crucial in protecting workers who conduct virtually equivalent work in the exact location from gender-based wage discrimination. DigiTech applauds this move since it recognizes women’s efforts to narrow educational attainment and job experience gaps, which account for most of the measurable indicators used to explain the gender pay gap. Consequently, the organization assures that both genders are rewarded based on the substance of their work, in compliance with the provisions of the act. The Rehabilitation Act of 1973 is the third act that protects employees and job hopefuls from disability discrimination (Federal Trade Commission, 2022). This guideline applies to both qualified and competent workers and impaired job seekers. It mandates that all enterprises offer appropriate accommodations for any known impairment unless doing so would create an undue hardship.

Except for age discrimination for businesses with twenty or more employees, citizenship status discrimination for companies with more than four employees, and equal pay for men and women, federal anti-discrimination laws apply to businesses in North Carolina with fifteen or more employees. While North Carolina is taking measures to safeguard employees from discrimination and harassment, the EEOC Discrimination Report shows that the state is still grappling with the problem, as seen below (WCI, Inc., 2020):

Type of discrimination US charges % of US total NC % of US NC charges % of NC total
Disability 24, 238 33% 5% 1146 34%
Race 23, 976 33% 5% 1249 37%
Equal Pay Act 1117 2% 4% 41 0.4%

Non-discrimination Statement and policy

DigiTech does not discriminate based on race, colour, creed, gender expression, age, ancestry, incapacity, spousal status, sexual alignment, or military status in any of its activities or operations. The organization is committed to fostering a welcoming and inclusive environment for all workers, clients, interns, subcontractors, vendors, and clients.

DigiTech is an equal opportunity workplace. We will not discriminate against any worker or job applicant based on race, color, gender, national origin, age, religion, creed, disability, veteran’s status, sexual orientation, gender identity, or gender expression. We will take affirmative action measures to prevent discrimination in employment, recruitment, job announcements, compensation, termination, upgrading, promotions, or other employment conditions.

All DigiTech employees and job seekers are encouraged to immediately report any prejudice to their supervisor, manager, or human resources management (HRM). The organization will thoroughly investigate each complaint.


Beltrán-Martín, I., & Bou-Llusar, J. (2018). Examining the intermediate role of employee abilities, motivation and opportunities to participate in the relationship between HR bundles and employee performance. BRQ Business Research Quarterly21(2), 99-110. doi: 10.1016/j.brq.2018.02.001

EEOC. (2022). Overview | US Equal Employment Opportunity Commission. Retrieved 18 February 2022, from,national%20origin%2C%20age%20(40%20or

Federal Trade Commission. (2022). Protections Against Discrimination and Other Prohibited Practices. Retrieved 18 February 2022, from

WCI, Inc. (2020). EEOC Discrimination Report – WCI, Inc. Retrieved 18 February 2022, from


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