Discrimination in the Selection Criteria: How to Avoid It

Brief description 

Palantir Technologies is facing charges in the court of law and may pay a sum of nearly 1.7 million dollars for the case brought before the court by the department of labor concerning hiring discriminations. “The federal government court suggested that the company should compensate several job applicants who were of Asian origin and give jobs to an additional eight applicants whose applications had been turned down. “According to the federal government, the company acted in a discriminative manner when it hired blacks and Hispanic women (Stewart & Brown, 2015). According to the report, the company had a large number of Asian employees in their tech workforce as opposed to the number of other ethnic groups. As stated in the allegation, the company act in a discriminative way by haring whiter applicant's software engineers and hiring fewer Asians as software Engineers, sidelining other Asian applicants who had the same qualification as those the whites who were chosen. The final verdict thus found the company guilty of selection and recruitments discrimination based on nationality, races, color, and gender. 

Recruitment criteria and analysis 

Recruitments are critical to the organization since is the only way the company gets to add more workforce in their operations. It is also critical since it is the best way the company adds more talented workforce in the organization. Hiring criteria is as follows. The first step is the identification of the vacant position and the evaluation of the need for such employees. This step involves an evaluation of the skills and competency necessary for the vacant poison in the organizations. The next step is position description; this is done as per the structure of the organizations. The third step is recruitment plan. This is the step where all people, able and disable are given an opportunity to apply for the vacant post. Selection of the committee which will overseas interview and remove any misjudgments and biases is then done. The committee is tasked to ensure that the recruitment plan has no discrimination of any kind. The fifth step is to put the plan into action. After implementing the recruitments plan, the applicants are all reviewed based on the application forms they have attached and sent to their organization. This is then followed by the interview process where applicants are asked different questions relating to their competency. The last one is a discussion of the interviewees and their selection. All these processes are critical for this company as they ensure that there is fairness and other employees are not discriminated based on their color, race and ethnic group. All these steps need to be included in this company to ensure that there is equity in the selection process. 

Legal and ethical issues 

“ The federal law laws prohibit any form of discrimination and asserts that every person is should be given an equal opportunity in the employment process irrespective of race, culture, religion, national origin and color." This law is under the title VII of the year 1964 on the civil rights. This company thus has violated this law which stipulates how this hiring and selection process should be done in a non-discriminative manner. Ethics are critical in the hiring process, and the human resource manager in an organization is tasked to ensure that the hiring plan is ethically oriented. The Human should uphold the integrity of the organization and ensure that there is consistency in the hiring process. According to Stewart and Brown (2015), it should have applied in this case. 

Impact of the court’s decision 

This case will certainly have an impact on the organization’s resources management as there is the likelihood of paying the victims. The court also can order the company to pay applicants who were discriminated, and all these are a cost which the company must incur. 

Reference  

Stewart, G. L., & Brown, K. G. (2015). Human resource management: linking strategy to practice. (3rd Ed.) Hoboken, NJ: Wiley.