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Essay / Research Paper Abstract
This 4 page paper looks at a case provided by the student and considers a case where there is a claim of racial and gender discrimination. The paper, which is made up of four PowerPoint slides and speaker notes looks at the concept of gender and racial discrimination why it is outlawed and at a potential solution. The paper is written with reference to US law. The bibliography cites 3 sources.
Page Count:
4 pages (~225 words per page)
File: TS14_TEgendcase.doc
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Unformatted sample text from the term paper:
When looking at recruitment it may be argued that a firm has the right to hire whatever employee they feel would be right for the job.
It maybe that in hiring John, with 20 years experience, over Jan and Maria, there was a genuine consideration of the applicants. However, if that decision was discriminatory and impacted
by biases, such as gender or race, then the decision is flawed, the recuitment process does not only need to treat all candidates equally and without prejudice, it also needs
to be transparent so that the fairness can be seen and proven. To consider this we can look at the law and this case. Slide 2
The law states that most forms of discrimination are prohibited, both race and gender discrimination are covered by Title VII of the
Civil Rights Act of 1964. If a complaint is brought it will be assessed by the EEOC, who will look at the evidence. If the firm does not have sufficiently
stringent procedures in place or does not keep a record of them then the firm is likely to fail in defending a case, the firm has to prove fairness.
Slide 3 The problem materialises when one member of one of the specified groups fails to get a job
due to the selection procedure can then bring a case under this section of the civil rights act (Schultz et al, 1998). This can be brought in two ways, disparate
treatment or disparate impact (adverse impact) (Schultz et al, 1998). It is under this later classification that action may be brought. The validity of the measure used can be brought
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