Recruitment Strategies to Increase Minority Representation in the Fire Department
Having been presented with a golden opportunity to recruit approximately 1000 firefighters, the Fire Commission is bound improve its performance significantly. However, past recruitment practices cannot be applied this time round due to the commission's resolve to have a fire department that more accurately reflects the population it serves. Past recruitment practices used by the fire department were discouraging. Apart from overreliance on word of mouth advertisement to source for recruits, service exams were often repeated yearly and the recruits would anticipate the questions that could be asked. Moreover, essay exams posed to the fire fighters were not well thought out and they were often too complicated for the minorities to comprehend -- largely because they were often educated in under resourced schools. According to the Equal Employment Opportunity Commission, EEOC (2015), employment practices that may not have discriminatory intent but still have a disproportionate adverse impact on protected classes of individuals are classified as having a disparate impact and hence prohibited by law.
Problem analysis
1. Poor recruitment techniques. The recruitment campaigns and exams used before cannot be used this year. This is because the result is an overwhelmingly white and male dominated staff that does not do much for the reputation of the company. New recruitment campaigns have to be applied and better entrance exams designed.
2. Gender inequality. While other similarly sized cities have a large number of female fire fighters, there lacks female representation among firefighters in the city. The women...
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