Many organizations today have to consider ethical aspects when they employ workers. The human resource departments in many organizations are plagued with many ethical decisions they have to make in the course of their work. Human resource departments are being forced to increase diversity in the work place.
In this, they have to employ people from all races and ensure gender equality (Sykes, Hansen & Codsi, 2001). Since race and gender have become a chief factor in making employment decisions, the question that is often asked regards which role they should play in the hiring process.
Some people have strong and energetic personalities that are vital for the growth of an organization. The challenge that comes to the HR department is that they score less on the tests such as the illegal drug tests.
This puts the HR department in a fix. If a psychologist is discriminating against a certain race, should she stay in the organization? These are some of the ethical issues that this paper is going to answer.
Employing people from diverse races is remarkably beneficial to organizations. It has several ethical advantages that an organization can benefit from. One of the advantages of considering gender and racial diversity in the work place is that it motivates the other employees (Aamondt, 2010).
Employees in this age feel that they have a responsibility of welcoming people from other races into the workplace. The employees feel that they are righting a wrong that has been done to some races for many years. Thus, it is quite motivating to bring racial and gender perspectives into the workplace (Aamondt, 2010).
However, it is critical to make sure that the people that are employed in the name of racial and gender diversity meet the job requirements.
This is because it is unethical to employ someone just because of the gender and race. Some of the people who are thus employed end up making committing mistakes that can ruin an organization. The human resource department should make sure that the people that are employed to meet race and gender equality are up to the job (Sykes, Hansen, & Codsi, 2001).
It is unethical to hire someone who fails to pass the drug test or any other test. This is despite the fact that such people might have impressive personalities. The reason for this postulation is that such people have serious character flaws that are detrimental to the organization in the end.
Such people may also be fugitives from the law and it is unethical to hire someone who is running from the law. Such people could also be hiding some information from the employer and it is unethical to employ such people (Sykes, Hansen, & Codsi, 2001).
A remarkably good psychologist who is thought to be discriminating against Hispanics should not be fired from the organization. This is because it is unethical to fire someone without conclusive evidence that he or she is discriminative.
The ideal ethical code of conduct requires that an investigation be done to confirm whether she is discriminating against Hispanics. However, if it is true that he psychologist is discriminating against Hispanics, it is his ethical obligation to explain the basis of his discriminatory behavior and face the conseqences.
This is because such a behavior can easily de-motivate other employees in the organization (Aamondt, 2010).
References
Aamondt, M. (2010) Industrial/organizational psychology: An applied approach (6th Edition), New York: Thomson Learning.
Sykes D., Hansen, V., & Codsi, E. (2001) Business Studies, HSC, London: Longman.