Hiring on the Basis of Look Case Study Essay

Discrimination affects people all over the world. Workplace discrimination influence people of all ethnicities and from all different walks of life. “Discrimination” refers to unequal action.

One of the most common elements discriminated against is a persons ethnicity, or their race. Although there are many federal laws regarding discrimination, most states have put in place laws that ban discrimination. Discrimination laws may have unusual remedy in states than the federal laws and in certain conditions be more positive than the federal laws.This article will compare and contrast the different perspectives of hiring employee on the basis of looks. The article will also explain what type of actions the company could take to be fairer and meet ethical obligations. Hiring On The Basis Of Looks Case Study Physical appearance counts when hiring employees to represent a company. Physical appearance refers to things a person cannot make over in a short time, e. g.

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, looks, height, weight, etc. Certain jobs require employees to be relatively attractive or thin; however, most professions do not fall into this class.Other physical appearance features include facial hair, hair styles, outer apparel, etc. A company where the member of staff represents the company may not employ someone who looks like a hippie.

An additional point of physical appearance businesses may consider is hygiene. One does not want someone with bad hygiene habits working as a doctor or nurse, working with food, or doing other types of jobs where cleanliness is important. When discussing discrimination a definition must be agreed upon.

Discrimination can come in the form of affirmative action, that is, the behavior of advancing a certain crowd, or it can be negative behavior directed against a certain group called redlining (Carroll & Buchholtz, 2009). The negative behavior is usually the more commonly accepted example. Direct discrimination involves treating individuals or groups less favorably because of their possession of an attribute, such as race, age, sex, religion or disability, compared with someone without that attribute in the same circumstances.Subtle discrimination sets the conditions in which a smaller proportion of those with the attribute can comply with, without reasonable justification. Hiring on the basis of looks is a very interesting case. I believe it depends on the situation regarding if the allegation is discriminatory. As a plus size woman, I find it quite interesting or maybe contradictory to go a shop at a plus store such as Lane Bryant and notice that most of the sales clerks at these stores are the non-plus size or “skinny” women. The non-plus size sales clerk may not be able to tell me how, for example, a shaper will fit.

However, if the sales clerk they had was a plus size woman, she would be familiar with the shaper or know what it is and how it feels like because she has used it before. In this situation, I do not believe it is unethical to hire plus size and knowledgeable sales clerks. For years Abercrombie & Fitch (Abercrombie) has been successful, but of late Abercrombie has come under scrutiny about its employment requirements. Several African American, Asian, and Hispanic former employees of Abercrombie filed a complaint against the company for discrimination.These former employees believed Abercrombie gave areas to work and responsibilities in based on their race. Even with overwhelming proof presented and numerous workers coming forward to confirm to these claims, Abercrombie knew that they were prejudiced in many ways (Abercrombie discrimination lawsuit, 2005) Following the settlements, Abercrombie had to alter the method that they go about hiring and recruiting their potential staff.

Abercrombie is not permitted to focus on sororities and fraternities, places where the greater part of their sales clerks came from.They are not permitted to prevent any race from completing an application. Also many of the consent decrees in the settlement mandated Abercrombie to incorporate a more culturally diverse look on posters displayed in their online commercials, shopping bags, and stores (Abercrombie discrimination lawsuit, 2005). Several stories and testimonies from previous employees depicted discriminatory practices by Abercrombie. One former Asian American employee came forward with her experience.

One-day a director came for a store visit.While looking around the store, he told the staff, “This is the Abercrombie & Fitch look; you need to make your store look more like this” (Abercrombie discrimination lawsuit, 2005). Less than a month later, Abercrombie transferred several African American employees to the stock room in the back of the store out of customer’s view, terminated the former Asian American employee, and five other Asian American sales clerks (Abercrombie discrimination lawsuit, 2005). A company’s selection and recruitment process should search to hire and identify the most appropriate candidates.Job analysis information aids employers achieve this aim by identifying selection criteria, such as the abilities, skills, and knowledge, needed to do a job productively. A company’s human resources professionals and managers can use this information to create a suitable selection device.

Stakeholder relationships consider both ethical and public issues as it relates to companies hiring practices. Providing high-quality service should add to the probability that a stakeholder relationship will maintain. Stakeholders, who assumed they had more options available to them, rated their relationships as less important.Managers should monitor their competition to keep customers and remain competitive. If a company can keep their stakeholders satisfied and develop trust, they will be less likely to look for other alternatives.

Startlingly, termination and risk expenses were not considered significant in determining relationship importance. When stakeholders provide a huge sum of their or their company’s resources one would anticipate that the connection would be imperative (Encyclopedia of management, 2009). In any case, studies have shown that people are drawn to more nice-looking people, more slim people, better clothed people, and so on. Discrimination will continue to be an issue because we continue to have in person interviews. In a perfect world, qualifications would equal receiving the job, but in the real-world that does not happen as often as it should.ReferencesAbercrombie discrimination lawsuit (2005).

Retrieved from Website Discrimination Web site: http://dmoz. org/Society/Work/Workplace_Discrimination/. Carroll, A.

B. , & Buchholtz, A. K. (2006). Business & Society: ethics and stakeholder management (7th ed. ). Mason, OH: Cengage.

Encyclopedia of management. (2009). Job analysis. Retrieved from http://www. encyclopedia.