Develop guidelines for nondiscriminatory employment practices.

“Develop guidelines for nondiscriminatory employment practices.” is a core task performed by Equal Opportunity Representatives and Officers. Among the occupation's 19 rated tasks, workers place it 13th by importance (#7 most important). About 70% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Develop organizational policies, systems, or processes. in Developing Objectives and Strategies

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E1. Direct exposure — a language model could plausibly cut the time to do this task by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 1.00. Automation potential label: T2.

Other tasks in this occupation

• Investigate employment practices or alleged violations of laws to document and correct discriminatory factors. · importance 4.7
• Prepare reports related to investigations of equal opportunity complaints. · importance 4.7
• Interview persons involved in equal opportunity complaints to verify case information. · importance 4.7
• Study equal opportunity complaints to clarify issues. · importance 4.6
• Interpret civil rights laws and equal opportunity regulations for individuals or employers. · importance 4.6
• Meet with persons involved in equal opportunity complaints to arbitrate and settle disputes. · importance 4.5
• Prepare reports of selection, survey, or other statistics and recommendations for corrective action. · importance 4.2
• Monitor the implementation and impact of guidelines for nondiscriminatory employment practices. · importance 4.1
• Coordinate, monitor, or revise complaint procedures to ensure timely processing and review of complaints. · importance 4.1
• Provide information, technical assistance, or training to supervisors, managers, or employees on topics such as employee supervision, hiring, grievance procedures, or staff development. · importance 4.0
• Meet with job search committees or coordinators to explain the role of the equal opportunity coordinator, to provide resources for advertising, or to explain expectations for future contacts. · importance 4.0
• Conduct surveys and evaluate findings to determine if systematic discrimination exists. · importance 4.0
• Counsel newly hired members of minority or disadvantaged groups, informing them about details of civil rights laws. · importance 3.6
• Review company contracts to determine actions required to meet governmental equal opportunity provisions. · importance 3.6

See all tasks on the Equal Opportunity Representatives and Officers page.

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-task-20722,
  title  = {Develop guidelines for nondiscriminatory employment practices.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-20722}
}