When involving Employee Resource Groups (ERGs) in hiring, it is essential to uphold non-discrimination laws and ensure equal opportunity for all candidates. ERG participation should not lead to preferential treatment based on race, gender, age, disability, or other protected characteristics. The hiring process must remain compliant with laws such as the Civil Rights Act, the Americans with Disabilities Act, and the Equal Employment Opportunity Commission guidelines. ERGs can provide perspective but should not influence decisions in ways that disadvantage other applicants.
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