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Racial discrimination in the workplace
Racial discrimination in the workplace
Racial discrimination in the workplace
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I agree with the view that the Uniform Guidelines on Employee Selection Procedures contains numerous statements that can be used as guidelines by firms when undergoing employment selection procedures. The purpose behind these guidelines is to aid the achievement towards gaining equal employment opportunities during selection. “It is designed to help employers comply with federal bans against employment practice that discriminate on the basis of race, color, religion, gender or national and origin”. (Snell, 2013, p. 131). The Federal Agencies introduced these statements do that all companies can follow a standard policy when selecting their employees. This overall aids the nation's aim attaining equality in job opportunities with any discrimination.
In my opinion, it is important for private and public organizations to adopt and implement programs and laws to overcome the challenges in a diverse work environment. One of the laws that organizations follow are Equal Employment Opportunity Act of 1972. Equal Employment Act of 1972 prohibits discrimination of employment on the basis of race, color, nation, origin, sex, religion, age, disability, political , beliefs , and marital status. Another law that
Hiring and promotional processes must remain fair and consistent to maintain a positive and legal employer. References Grossman, J. L. (2010). Lewis v. City of Chicago: The Supreme Court protects the rights of disparate-impact discrimination plaintiffs. Retrieved from http://writ.news.findlaw.com/grossman/20100608.html Lewis v. City of Chicago, 560 S. Ct. 560 (2010).
Discrimination in employment has been an issue that has plagued our society throughout history. At the turn of this century it was acceptable to advertise job openings and specifically state that people of a certain race, color, religion, gender, or national origin "need not apply". A lot has changed over the last 100 years. The proverbial "pendulum" has swung in the direction of federal protection of certain people, but the problem now is that it has swung too far.
Discrimination against people due to their color has always been recognized in the workforce and has been dealt with accordingly by the law. It used to be the most well-known form of discrimination within the workforce. Today most companies have begun stating that they adhere to the law of equal employment opportunities for everyone, but them stating it is completely different to them actually practicing what they preach. For example, there is one ethnic group who companies have begun discriminating against since the attack of 911 on the twin towers. Muslims have been singled out as the bad guys by many, thus they have been treated as such. There was a case in which Ali Aboubaker, 56, was bullied and discriminated against at work due to his religion, race, and most importantly appearance. He kept a long beard that was long and unkempt, which resembled those worn by men from Afghanistan. The company seemed to forget that Ali had four college degrees and only seemed to pay attention to his physical demeanor. At times it was even noted that his coworkers called him a terrorist in front of his manager, and they were never reprimanded for it. Due to his appea...
This chapter has presented some common issues that plague employers around the country. Companies have continued to evolve, they look for ways improve and define job criterions and assessments. These methods establish identifying traits that the best applicant should possess for different types of employment opportunities. It is imperative that the applicant’s rights balance the scales of prescreening. The case overview in this assignment looks at how measuring prescreening test as a condition of employment can create conflicts with the Title VII protected classes and rights of the applicants in this case.
also be deceptive. According to Bennett-Alexander & Hartman (2015), “if the most efficient method of hiring adopted because it is the most efficient…just happens to produce a workforce whose racial or religious or ethnic or national-origin or gender composition pleases the employer, this is not intentional discrimination” (Bennett-Alexander & Hartman, 2015, p. 144). However, if this case was based on disparate impact then, the employer could be held liable per Title VII for discrimination (Bennett-Alexander & Hartman, 2015). Therefore, on its face some employees may believe that the employers are being discriminatory, however, discrimination is determined
Within today’s public and private business sectors, organizational diversity is considered to be a vital attribute causing rapid growth in controversial debates. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce. Some of the many antidiscrimination programs and governmental agencies have attempted to regulate policies related to discriminatory practices in a business organizational structure by incorporating more severe consequences for prejudicial acts and monitoring
The best-known employment anti-discrimination law that prohibits an employer or employees from discriminating on the basis of race, national origin, gender, or religion is the Fair Work Act 2009. This law is in place to ensure that employees and prospective employees are protected from unlawful workplace discrimination and any other adverse actions by an
Hiring and keeping competent employees is critical to business success. However, you must develop a strategy to discover them. With the right employees you can accomplish many organizational goals. Fortunately, when a conflict arises in an organization, a good business team will know how to handle the situation. Whether a person is a manager, subordinate, or president, it is very important that you avoid a bad hire.
Candidates who applied for the job also need to be considered. By hiring one person, the other candidates have lost out on the potential opportunity. Ethics demand that I should be fair in making my decision and consider every qualified candidate who has applied for the position. Under Federal law, every candidate should have an equal employment opportunity. An employer should not discriminate at any stage of the hiring process from reviewing résumés, to the interview and the final selection of the employee.
The ultimate goal is to reduce workplace discrimination based on race, color, religion, sex (including pregnancy), national origin, disability, age (40 or older), or genetic information by enforcing the federal laws in place to do just that.
Maria has filed a complaint against her employer for being unfairly eliminated for consideration for a promotion. Maria is the only person of color and the only woman in her department. She argues that her lower evaluations reflect a built-in bias of her white male supervisors and alleges that the company is engaging in discriminatory practices. Under the law against discrimination, bona fide occupational qualifications allow an employer to consider certain employment qualifications, such as race, sex, age, and national origin, when making decisions to hire or retain employees (Washington State Legislature, 2014). The qualification must relate to an essential job duty and be considered necessary to the operation of business. For example, a position that requires an individual to be bilingual in English and Spanish must be based on the job qualification of the person’s spoken language competency, not national origin or mere customer satisfaction (Washington State Legislature, 2014). In Maria’s situation, her supervisor told her that she was not being promoted due to his fear that clients would have difficulty understanding her accent. The supervisor’s reasoning is not valid and does not justify a bona fide occupational qualification defense. These facts suggest that the company is engaging in an unlawful employment practice such as individual
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
Certain objectives need to be achieved and established for every organisation. These objectives are achieved in the recruitment and utilization of the resources of various people in diverse fields of employment. Manpower is the most important feature of every organisation, playing an important role in performing tasks to accomplish countless goals and carry out various responsibilities giving their best to the organization. This involves the need to get highly skilled and dedicated employees who can best fit the role within each position being advertised in an organization. Employees are recruited on different skill levels, unskilled, semi-skilled and skilled. The key component in any organization is their human resources department, where they gather the knowledge, skills, creative abilities, talents and aptitudes from people wishing to be employed within a given organization.