SOC315 Week3 Discussion..

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School
University of Phoenix **We aren't endorsed by this school
Course
SOC 315
Subject
Management
Date
Nov 19, 2023
Pages
5
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The Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee due to protected classes, including race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability, or genetic information. Each of us likely belongs to at least one of these protected classes/groups, and these laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. Respond to the following in a minimum of 175 words : Identify and name 1 of the EEOC-protected classes/groups to which you belong. Give an example of how this protected class/group could be discriminated against in the workplace. The EEOC provides a framework to safeguard against discriminatory practices in the hiring process. Many companies and organizations seek to hire employees that are a good "fit" for their respective institutions. "Fit" can be a subjective term and could have discriminatory implications. Provide an example of how "fit" could be problematic in hiring, firing, and other types of work situations. Describe at least 2 types of strategies or trainings that human resources offices can offer employers to facilitate objective/neutral hiring processes. Discuss at least 1 example from your current or previous workplace that exemplifies quality hiring practices.
EEOC is the Equal Employment Opportunity Commission in the US. It was formulated to protect an individual against discrimination based on color, caste, religion, age, national origin, gender identity, sexual orientation, disability or for some genetic reason as an applicant or an employee. It includes all types of job hiring, getting fired by employers, harassment, training, benefits, and wages. The employers who have more at least 15 employees are covered under this law. In the case of age discrimination, there have to be at least 20 employees. When the organization is male-dominated the women who are working usually face discrimination. If the top officials are discriminative there are chances that the employee belonging to different races or colors get discriminated, she would not get promotion and rise in her wages compared to her white counterpart who is favored by the management. Her shortcomings would be overlooked and the color employee would wait for the rise in wages The jobs that require more of physical strength the physical fitness is a must, but the job that does do not require much of movement and it is desk job the fitness of mind is required, a sound dedicated mind that has the ability of critical thinking and one who can take the decision is important. In many workplaces, if an employee is not getting along with the boss, there are chances that boss will send an adverse report about that employee to the management, and after getting three complains the management may ask for an explanation, they may think on the report and think he is not capable and unfit for the task, he may lose his integrity and confidence because the management will more rely on the report and not on the employee who is in a junior rank. Yes, management can transfer him from that department but there will be always chances of his getting fired. The human resources can train a higher authority on how to be unbiased while selecting or hiring a new candidate. 1. While hiring a candidate use the method of "blind the resume review" process this means before scrutiny the resume remove the name, gender, age, religion, and other information that can be discriminative, then go through the resume picking up the experience, education, and whether his ability meets the requirement of the job, suppose the requirement is of a software engineer, a mechanical engineer cannot be recruited. 2. Standardize the interviews by standardization of interview the interviewer will not be unconscious bias. As he will have a standard format of the question to be asked and the reply wanted from the candidates they can judge the candidate whether he is fit for the job irrespective
of his ethical background, they will be trained to focus on the ability of the candidate and not his color or religion. In a workplace diversity is very important, it makes us social and we learn about others' cultures and religions, it helps in creativity and productivity if the organization has a global approach they can grow their business globally, as their employees will help understand their various clients. Previously I was working with a Bank; we had employees from all over the world. Whenever our General Manager or field manager come from some other country, we used to be eagerly waiting for the new boss, it was an exciting feeling to have a boss other than our own country. We come to know how they behave what their culture and language it was fun are working in a bank that had employees from different races, religions, and national origins. The banking atmosphere was unbiased and recruitment is never on the discrimination basis by favoring one set of people and marginalizing other people.
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