According to (Schroeder, 2002), ethical issues related to hiring practices are the acceptable procedures that give everyone an equal opportunity to be employed based on their qualifications but not their racial or place of birth background among others. In the Company that Julie works for, these ethical issues of hiring are not considered and the owner discriminates against employees based on their race and country of birth. In this case, Bandu who has been without a job applies for one since more assembly line employees are needed but his application is rejected just because he is Indian.
Proposed hiring practices for the manufacturing company
Following ethical issues in the practice of hiring employees, it would be appropriate for the owner of the manufacturing company where Julie works, to start considering people from different races for jobs and have diversity in implementing the exercise. This can be achieved through considering the skills of the applicants as well as competence before hiring regardless of their nationality. Promotions should also be given based on qualifications and nobody should be fired because of his/her nationality or race. The employees as well as those applying for jobs in the company should be enlightened on how to deal with discrimination in the workplace. (Schroeder, 2002).
Proposed Legal and Ethical Issues In Discrimination and Affirmative
Action Policies
According to affirmative action doctrine, the employer should advocate for procedures as well as policies especially those that are concerned with employment, promotion, and recruitment of individuals who are qualified from groups that suffer exclusion from equal employment opportunities. Such an action should be put forth in the company, with plans enabling deliberate as well as constructive steps to a representative environment with a workforce that is balanced. Affirmative action tool is important in making sure that employment opportunities are accessible to all individuals who are qualified. The employer of this manufacturing company that Julie works for as well as others in the administration should be accountable on an individual level for implementation of the programs of the affirmative action that will be approved. There should also be adherence to standards for non-discrimination in their areas of work. Policy violation should be judged following a certain procedure where there should be an evaluation on whether the decision of who to employ has their base on employees’ race. (George, 1987).
Conducts that should be prohibited by affirmative action include the usage of racial slurs, ethnic jokes creating abusive as well as hostile environments in work. Typically, the environment is considered hostile only when harassment or discrimination gets into a severe level altering the victim’s employment conditions. However, improper jokes and comments taking place occasionally would not cause a hostile environment therefore should not be taken as a policy violation. In case of violation of the policy, a complaint process should be put forth to be followed to resolve situations as well as correct them. The maintenance of a friendly working environment should also be objective and in line with professional and legal standards. The Law for developing cases states that there should be an encouragement by courts to those experiencing illegal acts such as harassment and discrimination to use organizations’ internal procedures before filing an external claim. However, a resolution to disputes arising from discrimination or firing should be tried between the disputing parties before getting to higher levels of the administration to encourage a good relationship between those conflicting. (George, 1987).
References
Schroeder D. (2002): Top management and ethical business: Blackwell Synergy pp 32-36.
George R. (1987): The status of business ethics: Springer pp 12-16.