Respond to the two student responses to the questions about discrimination. Each
Respond to the two student responses to the questions about discrimination. Each response should be 120 word. Respone #1CT What do you believe is the most difficult part of managing discrimination in the workplace? Consider the different types of legal issues discussed in the textbook and be sure to provide support for your response. I imagine that the most difficult type of discrimination to manage is a tie between Reasonable Accommodation and Disparate Impact. Disparate Impact is difficult to foresee and defend against, as it doesn't require any active malice to accomplish. An employer can go into the hiring process, the promotion process, or the annual salary adjustment process, with the noblest of intentions, and still, unintentionally discriminate against their employees without even realizing they are doing it. It takes active forethought and analysis of a process to ensure that disparate impact does not occur. (Noe, 2015) Reasonable Accommodation, on the other hand, is difficult to accomplish as it puts the onus on the employer to take active steps to ensure that their employee is not being discriminated against. I have had some experience with this. At my last job, I had an employee that was Orthodox Jewish, and could not work from sundown on Friday to sundown on Saturday. This required him to be home an hour before sundown on Friday. Unfortunately, we were in the business of answering emergency repair calls for refrigeration and cooling equipment for a major food retailer, and a large majority of our calls came in the window that he required off. Because we showed that we had a business necessity in answering these calls with our in-house staff (versus sending the call out to a third-party vendor), we ended up having a tough discussion with the employee about while his skills were very good, he might find more accommodating working conditions in another division in our company, one that didn't have to respond to these type of emergency calls. This employee ended up transferring internally to a client that had a less demanding workload. So while we were more than willing to accommodate his schedule, by doing things like allowing him to flex his hours around his religious needs, we ended up not granting his request to not work during those specific hours, as we had a business necessity, and his request for accommodation was unreasonable. The reasonable accommodation, in this scenario, was proposed by the company, not the employee, and that was to transfer him to an equivalent position in the company. (Noe, 2015) Response #2DG Take a position, pro or con, on the following statement and discuss: Affirmative action has outlived its usefulness as an employment policy and should be abandoned. Although the concept of affirmative action has upheld some positive intention and goal, it does correlate to a negative connotation linked to the discrimination of sex, race, age, and religion. With the idea to reverse affirmative action for those part of a minority group, some believe it to be an effective approach. Unfortunately, the concern with that is such a policy is an addition to bigger concerns; the inability to prevent or eliminiate discrimination from the beginning. Qualifications remain a choice based on age, gender, and religion rather than equal qualification such as job skills. In efforts to preserve the employee's integrity and the organization, affirmative action should be an eliminated policy; although, reasonable accommodations for disabilities or religion should be kept in place (Noe et al., 2015). Moreover, equality does not correlate to special privilege but instead, individuals should look at character and skills; charity should not be offered since it is detrimental to the individual and organizational successes. There are too many lingering concerns that often lead to increased questions regarding competency and favoritism; no matter how great affirmative action is perceived, it creates greater issues. Being a male, I could lack performance, skills, and qualifications for a suspected role, however, a female may possess greater qualifications but since there is workplace discrimination and inequality it can be difficult. There should be no special treatment, however, accountability and awareness of inequality should be solved in team efforts.

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