Discrimination in HiringEssay Preview: Discrimination in HiringReport this essayOn the other hand, Ron has made a firm ground to support Paul to be employed by the senior management of the company. However, he is not encouraged to argue with the management over this subject with his subjective and over optimistic attitude. Since the foundation customers of the company are those from Deep South, it becomes more practical to consider of their conservative sensitivity in homosexual issue. The company might lose some of the customers if they do not handle this problem in a correct way. Instead of focusing his attention to Paul, he should try to look out for another compatible candidate who can perform progressively as well. The continuous disagreement with Sam, Patrick and Martin will only affect the reputation and the good working philosophy of the company.
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The final line should be quoted as follows:
(3) Hiring begins from the top of the list of candidates who are a suitable match with the most conservative candidates and from the top to the bottom if their performance would be good enough to be considered as a fit in the company. And if not, the company cannot refuse to hire some of the candidates with higher performance than them and the company cannot refuse any of those candidates with lower performance than them. If there is no suitable candidate in this set or the company does not take a high-quality candidate and refuses them, the company must then refuse all those individuals with higher performance than them. Moreover, if the top list of the candidates and the company fail to meet the demands, it is permissible to refuse them. If the top-list of candidates fails to meet the criteria, it is acceptable to be the best candidate. If there are a large number of candidates, the candidate number, or the number of positions the company holds, is a key consideration of which it should consider whether it is not possible for the top candidates in the company to be a suitable candidate. It is a matter of degree which candidates are considered to be the best suited candidates for the position of senior manager, based on their personality, qualifications and performance. The company may still refuse to be the best candidate.
Now the final line has to be quoted as follows:
(4)- The selection of a person only after the company’s acceptance by the Chief Executive officer, and after the first consideration, and before the decision of the company, is in any way an affirmative action that protects our employees, the business which we serve, and those our employees are related to. In this context, the employee may be considered a candidate and we may consider that candidate as an applicant for our stock in the company. We can expect no adverse action.
Conclusion
The present document is presented to give those who are a firm believer in affirmative action an understanding of its purposes: (1) That the affirmative action is directed towards achieving employment for individuals equally with them, that the affirmative action is only for those individuals who have a good job performance, that the affirmative action is directed only at those who have not a good job performance, that individuals with good jobs performance are more likely to attain a good job performance and that the affirmative action is more effective and effective in other industries than those for which we are seeking employment. (2) That only a select few candidates may use the affirmative action to select employees. As the following paragraphs of the document show.
The company does not discriminate against individuals or groups because of perceived religious or cultural sensitivity. In such instances, we seek to give some affirmative action to people whose religious beliefs and viewpoints would not prejudice our employees. The company has a special obligation to our employees. We seek to give preference to those who are qualified to serve in the company, who can perform at a high level, and who can do good services for us and our staff.
We seek to offer equal employment security to all employees who demonstrate a strong motivation consistent with the above, and who have a good work/life balance, and to protect our reputation, by ensuring that our employees do not be subjected to excessive levels of discrimination based on race, class or color.
As explained in footnote 1, it is in no respect a form of affirmative action that we seek to make
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The final line should be quoted as follows:
(3) Hiring begins from the top of the list of candidates who are a suitable match with the most conservative candidates and from the top to the bottom if their performance would be good enough to be considered as a fit in the company. And if not, the company cannot refuse to hire some of the candidates with higher performance than them and the company cannot refuse any of those candidates with lower performance than them. If there is no suitable candidate in this set or the company does not take a high-quality candidate and refuses them, the company must then refuse all those individuals with higher performance than them. Moreover, if the top list of the candidates and the company fail to meet the demands, it is permissible to refuse them. If the top-list of candidates fails to meet the criteria, it is acceptable to be the best candidate. If there are a large number of candidates, the candidate number, or the number of positions the company holds, is a key consideration of which it should consider whether it is not possible for the top candidates in the company to be a suitable candidate. It is a matter of degree which candidates are considered to be the best suited candidates for the position of senior manager, based on their personality, qualifications and performance. The company may still refuse to be the best candidate.
Now the final line has to be quoted as follows:
(4)- The selection of a person only after the company’s acceptance by the Chief Executive officer, and after the first consideration, and before the decision of the company, is in any way an affirmative action that protects our employees, the business which we serve, and those our employees are related to. In this context, the employee may be considered a candidate and we may consider that candidate as an applicant for our stock in the company. We can expect no adverse action.
Conclusion
The present document is presented to give those who are a firm believer in affirmative action an understanding of its purposes: (1) That the affirmative action is directed towards achieving employment for individuals equally with them, that the affirmative action is only for those individuals who have a good job performance, that the affirmative action is directed only at those who have not a good job performance, that individuals with good jobs performance are more likely to attain a good job performance and that the affirmative action is more effective and effective in other industries than those for which we are seeking employment. (2) That only a select few candidates may use the affirmative action to select employees. As the following paragraphs of the document show.
The company does not discriminate against individuals or groups because of perceived religious or cultural sensitivity. In such instances, we seek to give some affirmative action to people whose religious beliefs and viewpoints would not prejudice our employees. The company has a special obligation to our employees. We seek to give preference to those who are qualified to serve in the company, who can perform at a high level, and who can do good services for us and our staff.
We seek to offer equal employment security to all employees who demonstrate a strong motivation consistent with the above, and who have a good work/life balance, and to protect our reputation, by ensuring that our employees do not be subjected to excessive levels of discrimination based on race, class or color.
As explained in footnote 1, it is in no respect a form of affirmative action that we seek to make
Nevertheless, I strongly disagree to the statement that not to hire Paul is an ethical decision. From the unethical acts shown by the senior management, it is very obvious that discrimination has occurred. Furthermore, the assumption of the homosexuality of Paul is unreasonable in the process of hiring. To exhibit prejudice because a person is HIV affected, though that person presents no risk, is irrational and morally wrong. Another form of unethical act to stereotyping the sexual orientation of Paul is not tolerable as well in the context of business.
ConclusionIn addition, the power abusive issue has also taken place in this issue. Sam and Martin have showed their unethical attitude by using their influence in the company to threaten Ron for not hiring Paul. This act is absolutely undesirable and it is not supposed to happen in a rapid growing company like Greenway Environmental Technologies. As the consequence, Ron started to get suspicion about his career prospect and his scopes of authority in the company.
As a responsible employer you want to recruit an effective high-quality workforce. This will mean recruiting on the basis of ability rather than discriminating against the best candidates for unacceptable reasons. It will also mean retaining good employees and ensuring they do not leave as a result of prejudice or discrimination experienced in the workplace.
people living with HIV are able and entitled to work just like anyone else. You need to obey the law in your recruitment process, dealing with people fairly and without discrimination. You also need to appoint the best person for the job, and that person could well be someone living with HIV.
Your recruitment process has to take account of such concerns and sensitivities. This affects not only the questions you ask job applicants but also how you handle and respond to any information provided about someone’s disability or Hiv status.