Diversity of Hiring (candidate Conundrum)

Diversity in Hiring (Candidate Conundrum)

Title VII Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of race and color as well as national origin, sex, or religion

It is unlawful to discriminate against any employee or applicant for employment because of his/her race or color in regard to hiring, termination, promotion, compensation, job training, or any other term, condition, or privilege of employment. Title VII also prohibits employment decisions based on stereotypes and assumptions about abilities, traits, or the performance of individual of certain racial groups. Title VII prohibits both intentional discrimination and neutral job policies that disproportionately exclude minorities and that are not job related.

Equal employment opportunity cannot be denied because of marriage to or association with an individual of a different race; membership in or association with ethnic based organizations or groups; or attendance or participation in schools or places of worship generally associated with certain minority groups.

Title BII Record of Charge 2002

Receipts 61,459

Resolutions 59,392

Resolutions by type

Settlements 5,362

Withdrawals w/benefit 2,188

Administrative Closures 9,791

No reasonable cause 34,671

merit resolution 11,930

Monetary benefits 141.7 Million

(not including litigation)

Administrative closure: charge closed for administrative reason, which include: failure to locate charging party, charging party failed to respond to EEOC communications, charging party refused to accept full relief, charging party requests withdrawal of a charge without receiving benefits or having resolved the issue, not statutory jurisdiction.

Merit Resolution: charges with outcomes favorable to charging parties and/or charges with meritorious allegations. These include negotiated settlements, withdrawals with benefits, successful conciliations and unsuccessful conciliations.

No reasonable cause: EEOC's determination of no reasonable cause to believe that discrimination occurred based upon evidence obtained in investigation. The charging party may exercise the right to bring private court action.

Reasonable cause: EEOC's determination of reasonable cause to believe that discrimination occurred based upon evidence obtained in investigation. Reasonable cause determinations are generally followed by efforts to conciliate the discriminatory issues which gave rise to the initial charge.

Settlements: Charges settled with benefits to the charging party as warranted by evidence of record. In such cases, EEOC and/or a FEPA is a party to the settlement agreement between the charging party and the respondent.

Withdrawal with benefits: charge is withdrawn by charging party upon receipt of desired benefits. The withdrawal may take place after a settlement of after the respondent grants the appropriate benefit to the charging party

Women of color Managers Survey

Women of color managers cite barriers to the advancement

• Lack of an influential mentor/sponsor: 47%

• Lack of informal networking with influential colleagues: 40%

• Lack of company role models in the same race/ethnic group: 29%

• Lack of high visibility assignments: 28%

Robert Gedaliah has interviewed 15 candidates to fill the new customer outreach representative position, and narrowed it down to 2. He invited Paul Munez, the customer service team leader, for the second interview of these 2 candidates. The interviews proceed smoothly, with both candidates demonstrating appropriate level of experience, skills and general intelligence. Paul and Robert will discuss the 2 candidates and reach a decision. The candidates are Jacqueline and Sonya.

As the meeting unfold, questions about Robert's responses and actions will appear at the bottom of

Robert is suggesting Paul has: (A) A bias; (B) Different taste; (C) Poor judgment  different taste

Paul's point is: (A) Skewed; (B) Valid; (C) Irrelevant  irrelevant

The key argument is about: (A) Qualifications; (B) Ethnicity; (C) Personality  Ethnicity

Hiring based on quotas is: (A) Illegal; (B) Legal; (C) Sometimes Legal Illegal

Robert's argument is: (A) Relevant; (B) Dodging Issue; (C) Inaccurate inaccurate

Robert's decision: (A) Disregards Paul; (B) Is premature; (C) Is wise  is wise

The meeting has just ended and Robert shared his thought about how the meeting went. He discusses his decision-making process, and his approach to HRM. Click to hear what Robert has to say after you've watched the meeting and entered your responses.

My response:

• Robert is suggesting that Paul has different taste. He expects disagreement