Introduction
The promotion of diversity within any workplace can have plenty of benefits to the organization under consideration as well as to employees themselves. However, there may be certain instances in which this notion of diversity becomes controversial; this shall be examined in relation to Variety Store Company and the manager’s responses.
Whether the manager’s reply is acceptable
The manager’s response was quite reasonable given this organization’s circumstances. If Variety Store Company was confronted with a situation in which there is a job vacancy that possesses two similar qualified applicants but that one of the applicants is a minority and there is a need to restore balance within the organization, then a manager would be obliged to hire a minority. In other instances, a business may require more minorities in managerial positions if those businesses interact with members from the minorities’ countries of origin. (Williams, 2009)
In the latter scenarios managers would not be favoring employees because of their race or ethnicity but because of practical business reasons and these decisions would be deemed rather obvious. On top of that, diversity has a huge role in making business environments better prepared for the global marketplace. However, there are times when well-intended employment actions can be taken to the limit. Variety Store Company already hires substantial numbers of minorities into its workforce. If the company is required to deliberately promote its employees solely based on their race rather than their qualifications, then this would imply that the company is engaging in reverse discrimination. Even though the manager may have well-meaning intentions to promote diversity, choosing to promote employees on this quality alone is a dangerous threat to the existence of fairness within the organization. The latter organization is not purporting to be color blind but it has already played its part in recruiting minorities and placing them in positions that it feels they are well qualified for. If these positions are not managerial positions, then it is the duty of the employees themselves to get those qualifications as expecting managers to do this for them would be highly unrealistic.
Whether the manager should give additional or different arguments
The manager should stick with his line of defense. However, he can add that it is unfair to businesses to be expected to hire persons who are less qualified for a job just because of their minority status. In fact, a study carried out in 2005 found that about eighty percent of managers and business executives within the country have been forced to promote or hire applicants with less qualification because of affirmative action. In fact, more and more companies are interested in hiring minorities or females in order to meet these requirements. While some HR departments may use this as a public relations gimmick, others are instead bothered by it because their quality of performance is often impeded as a result of getting underqualified staff. When efforts of promoting diversity become institutionalized i.e. when well-able peers are overlooked by managers in order to increase the numbers of minorities holding certain positions within certain jobs, then this could be grounds for illegal racial discrimination. (Rubin, 2008)
Additional data that the manager should introduce
Numerous lawyers and other HR personnel tend to believe that discrimination in the name of diversity can be tolerated or is even good for the organization. However, just because an entire organization is involved does not make discrimination more legitimate or respectable. When employees work hard to fill certain positions i.e. by undergoing training and dedicating relentless time to an organization, then it is only fair for them to be rewarded through promotional opportunities. However, when a company merely makes one a manager because of their minority status then this is disguised racism. Variety Store Company has played its part in promoting diversity but asking the company to promote minorities based on their race and not their qualifications are neither fair nor favorable businesswise.
Reference
Williams, O. (2009). Multiculturalism inspires commitment. UGA Today
Rubin, J. (2008). Diversity in today’s corporate arena. London: Routledge