Today, organizations are perhaps more diverse than they have ever been before. Unfortunately, the media is full of examples of organizations and individuals faced with the costly effects of discrimination. Any situation in which a group or individual is treated unfavorably based on prejudice, usually against their membership of a socially distinct group or category causes discrimination. Such causes usually include having a predetermined view on someone because of ethnicity, gender, sexual orientation, religion, age, race, and disability. This paper will discuss the methods used by employers to create a non-discriminatory work environment and the laws surrounding them.
Clear policies for hiring, promoting, and terminating employees
All companies should have policies regarding hiring, promoting and terminating employees to assure a non-discriminatory work environment. When an employer is looking to hire new employees, promote existing employees, or terminate employees, the employer must be aware of the discrimination laws protected by Civil Rights Act.
Employers have many options when hiring new employees that do not violate Title VII provisions such as eligibility and pre-employment testing. Eligibility testing helps employers to "ensure that the potential employee is capable and qualified to perform the requirements of the position (Bennett-Alexander & Hartman, 2004)". Pre-employment testing "takes place before hiring, or sometimes after hiring but before employment, in connection with such qualities as integrity, honesty, drug and alcohol use, HIV, or other characteristics (Bennett-Alexander & Hartman, 2004)". By utilizing these two options, employers can ensure they are hiring the right employees for the job without violating Title VII.
When promoting individuals, employers must be sure they do so based upon merit, and not due to the employee's membership, or exclusion from, a protected class. Employers must be certain any employees that are not...