¶ … journal that relates to equal employment opportunity. The article reviewed for this report covers the subject of employment interviews as conducted and participated in by black and white prospective employees and employer representatives. The crux of the report is that when dealing with either identity-blind or identity-conscious interview structures, a stigmatizing can occur that is not illegal but is still intimidating and hurtful to the overall process. While good intentions regarding race and hiring practices are good, focusing too much or improperly on race or other personal traits not mundane to the job can actually hurt the process and/or people involved. The article starts out by stating that employers use one of two general tactics when it comes to hiring of protected classes and/or diversity candidates. Indeed, the United States has a long and storied history of racial and ethnic challenges with the more poignant examples being that of slavery and the need for civil rights advancements even a century or more after slavery was abolished in the United States in the 1860's. In the modern context, human resources personnel use one of two major tactics, those being identity-blind policies or identity-conscious. While legal precedent and procedure is far from settled, the article dives home that there are reasons to do either but both are controversial in their own way. Identity-blind policies and procedures have the goal of ignoring and disregarding race as a reason to hire or not hire someone because doing so in any context misses the point of the civil rights movement and the general idea of treating every applicant equally regardless of race. However, others assert that the years of maltreatment and punitive measures, both institutional and social, call for a remedy that involves singling out minority candidates or hire so as to level the playing field that was sent askew by the...
As far as ostensibly identity-blind approaches, the active self-suppression of race-oriented thinking and questions can actually lead to a degradation in the interview quality and can sometimes have an effect that is opposite of what is intended. Even when race is an accepted factor (e.g. diversity hires) in hiring decisions, a lack of structure and focus can be detrimental to the hiring process. Indeed, some people associate stereotypical racial behaviors with being "unprofessional" and this usually leads to blacks being stigmatized in the workplace, to less promotions and/or raises and to less hiring of minority candidates in general (Madera & Hebl, 2013).
Diversity at USAF Many human resources practitioners have argued that increasing diversity in an organization can contribute to adding value to the organization and in some cases improving the competitive advantage of that organization (Richard, 2000). The conceptual background of this line of thinking is that culturally diverse groups improve the quality of decisions, for example by "stimulating nonobvious alternatives" (Richard, 2000). As literature on diversity increased, many corporations began to
In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy. To do this, it is
And more women and people with disabilities will be on the job." (Cited on "Building and Maintaining a Diverse and High Quality Workforce," 2000, Diversity Guide Homepage) Cons The difficulties of creating a diverse workforce in proportion to the larger population should not be underestimated, however necessary a more representational workforce may be. First there is the question of what 'America' is the workplace mirroring -- that of the regional population,
Diversity Proposal Consideration Ethics Diversity Proposal Choose ethical considerations diversity considerations affecting division. Write a proposal HR director. Provide details considerations. Justify important strategic HRM planning process. Two ethics proposals: Diversity consideration This organization is an EEOC-compliant employer and strives to incorporate diversity into its hiring practices and general worldview. Diversity is an important, stated goal for the organization and is a factor that is taken under consideration when making hiring decisions. The
Companies will need to look at regional and national differences, and draw on the similarities between countries to enhance their competitive advantages (Powell, 2005). It is clear that as company, like WTI grows globally, they will benefit from a multicultural workforce. They must put managerial, educational, and cultural proactiveness in place, which will not only improve their opportunities for greater worldwide competition, but by bringing establishing a multicultural workforce,
internal environment seems to be an environment where the competitive forces that form between the employees within a company and that relate to the individual need to be promoted and rise above the others (with all the ugly details this implies) are subordinated to obtaining the best working environment possible. It is also an internal environment where the company's added value comes, in great part, from the connections and
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