Week 4 EOC: Discrimination

“Clear and complete job descriptions are useful for recruiting and screening possible new employees” (402).

I think that no matter how fair one wants to be when hiring, Image is always going to be a factor. However, I think that the quote above says a lot about the hiring process. If one is expected to maintain a certain image, then it must be outlined properly in the job description so people know what they are signing up for.

“The more accurate job descriptions are the more protection an operation has against employee claims that may arise from performance disputes” (403). Like the book says, no one can claim that they are being treated unfairly, or being asked anything out of the ordinary if it is in the job description. This is basically what they do in the Las Vegas nightlife, when they hire bottle servers as “models”. They cannot sue and say that they are being discriminated against if they gain 5 lbs, because they are hired with a certain image and are outlined to maintain this image.

“Asking people to apply in person is a legitimate way to screen. However, this practice cannot be used to avoid considering anyone based on race, age, disability, national origin, gender, religion, or any legally protected traits. This practice may expose the operation to discrimination claims” (414). I know from experience, that walk-ins definitely play into discrimination, because I’ve seen it happen. When someone walks in to ask for an application, you automatically judge their appearance, because that’s the only thing you know about them, is their image. So now, before you even know their qualifications, you have already decided if the answer is yes or no. Race, age, and origin can all be assumed from the moment someone walks through the door.