Discrimination at the Workplace Essay

Discrimination is described as an illegal treatment because of prejudices based from a number of factors, such(prenominal) as gender, sex, religious beliefs, disabilities and many more (Goree, 2007). In the case of Julies friend, Bandu, the prejudice and discrimination presumption to him was based on his ethnic roots, be an Indian-born in an American region. The application was indeed rejected without him being called for an interview or a test of some sort.For individual like Julie, an employee who knows the capabilities of her friend, her bosss finding is something that is unethical and inappropriate for the present day of the employment world. But there are many factors that should be considered before deciding the appropriate action for a case like this. There are twain sides, that of the employer and the about-to-be employee that should be understood and thought over. Each has their own points and thesis that mustiness be incorporated to reduce a win-win situation.Firstl y, Julie should be as professional as possible and not be biased just now because the rejected applicant is her friend. There should also be no trace of favoritism on Julies side, because that would just add another unethical instance. Favoritism happens when a certain advantage is held by someone having an edge because of certain factors (Goree, 2007). Bandu is Julies friend, and even though Julie is not the employer, there is still that possibility that she qualification influence the decision of her boss in favoring her friend.This potentiality of favoritism can be avoided by bell ringer the line between referencing and heavy influencing. References are people which the employer can call or talk to request information about the employee (Doyle, 2008). In the case of this event, the connection is strictly professional and the information relayed would be utilitarian in deciding whether the application would be rejected or given a chance. For the company, it is obvious that the y must start to be open to diversity and begin to embrace the thought of hiring people from minority groups. To do this, they must first learn more about the advantages of diversity.These concepts, such as friendly competitions between employees, metamorphose of ideas or information, and total growth of the company have been proved by many researchers (Goree, 2007). It is therefore something worth(predicate) trying for a company that hasnt got any bad feedbacks from this technique. The employers can then begin by acquiesceing applications from any group and giving equal chances to all. If the companys employing division is really that picky, then they could schedule pre-interviews to applicants. Additional interviews or pre-tests can then be administered to further filter down the applicant.The principal(prenominal) thing is all applicants, regardless of gender, race, or affiliations, must be allowed to join the preliminary screening procedures that is of variant once they reac hed the required qualifications. One possible problem that Julies company might experience is the encumbrance in hiring employees of a minority group because they havent done it in a colossal time. Referencing, as discussed above can be a lot of process in here. The information interpreted from the listed references must be included in the criteria of selecting new applicants, not just their background race.In pasture to be effective, the company must also demolish any style of stereotyping based on races, or any variables that could affect the connotation of a group of people. This would ensure that there will be no discrimination in the workplace itself, not just on the application and hiring process. The rest of the employees must accept each other freely and avoid negative outlooks on the newly hired minority workers. By following these steps, one can guarantee a healthy workplace, where diversity becomes a great help in improving the company as a whole.