In every hiring process, it is important to consider various factors that would enhance choosing candidates that would add value to the organization. In this case, both competence and diversity should be encouraged, not only for complying with legal requirement, but also for enhancing reputation of organization. In the case of Lauren Rice, she should hire the Hispanic candidate instead of the Black candidate in order to enhance diversity.
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Since the department has a significant representation of Black employees, it would be prudent and legal to enhance diversity by considering minority communities that are not represented. Indeed, hiring the Hispanic candidate would not be discriminatory or illegal, as he is equally qualified and would add value to the department. Apart from legal obligation, hiring the Hispanic would be ideal due to various benefits that arise from diversity including enhancement of connection with customers, employee motivation, employee innovation, retention of competent employees, and continuous quality improvement (Jayne and Dipboye 414-415).
Hiring a person based on race or any other person-specific factor is illegal even when it is intended to bolster diversity (Roush 14). In addition, hiring a person from a race that is not represented in the community in which the company operates may be a problem. Therefore, race should be integrated in the hiring process through an effective hiring strategy. One way to consider race is to apply the bona fide occupational qualification (or BFOQ) procedure (Craig 37), especially where only people from a specific race could specifically handle the job or business in question. For instance, in drama, it would be prudent to consider race based on the cast or role a person would play without being accused of discrimination.
Additionally, race should be considered by embracing non-traditional hiring process and reaching out to communities that are not represented through a diversity pipeline program. This could be through organizing fairs in targeted races or informal head hunting for competent candidates even before an opening arises, without resorting to discrimination or breach of legal requirements. For instance, a company may entrust community-based organizations, churches, or colleges to connect people from such communities to the company. A company may make use of referrals from existing employees who would introduce competent candidates of diverse races to the company.
One recommendation for a company seeking to enhance diversity legally is to apply the requirements of Equal Opportunity Employment Act, where it has to consider all applicants based on qualification without discriminating them against race, age, sex and so on. The company should attract qualified applicants from diverse backgrounds and then using a well-structure hiring strategy to recruit the most suitable employees based on expected business results (Jayne and Dipboye 417).
In addition, the company should embrace good faith efforts, which allow hiring of individuals from a certain demographic segment. This could be enhanced by having a well-managed action-oriented program aimed at achieving established goals and objectives. The company may also outsource hiring services to independent HR consultants to hire employees from targeted diversity demographics.
This would absolve the company from legal compliance problems, since the binding contract between the company and consultant provides a channel for hiring certain employees provided it is done in good faith. In order to be successful in diversity hiring, the company could avoid application and interview pitfalls by engaging experts in hiring process, who would review the applications processes to establish their credibility. Nevertheless, diversity training (Thomas 3) would be ideal in order to enhance knowledge in hiring team as well as all employees for successful performance.
Craig, Ronald. Systemic Discrimination in Employment and the Promotion of Ethnic Equality. MA: Martinus Nijhoff Publishers, 2007. Print.
Jayne, Michele and Robert Dipboye. “Leveraging Diversity to Improve Business Performance: Research Findings and Recommendations for Organizations.” Human Resource Management 43.4 (2004): 409–424. Print.
Roush, Ralph. A Rational Approach to Race Relations: A Guide to Talking Straight about Contemporary Race Issues. Lincoln, NE: iUniverse, 2008. Print.
Thomas, Corey. An Analysis of the Effects of Diversity Training on Employment Practices. Oxford: ProQuest, 2008. Print.