Issues with the Company’s Hiring Practices and Violated Laws
The proposed memo is designed to attract MTE’s attention to some concerns associated with the practices used to find and recruit new specialists. The employment of these approaches negatively impacts the brand’s reputation and results in numerous lawsuits filed by representatives of minorities and females. Addressing these concerns is critical as if the company continues to evolve, the number of claims will also grow, and the scope of the problem will become more significant.
The central cause for the emergence of the problem is associated with the automated hiring system and the criteria used to select the pool of candidates. The potential candidate has to overcome the barrier of having a diploma from one of the ten educational establishments. Although the given criterion might be necessary for the company, it remains discriminatory.
Statistically, minorities are underrepresented in educational establishments that are considered privileged (Libassi, 2018). It might be linked to their vulnerable position, background, or lack of necessary resources. Additionally, the given criteria and the following questions asked by using unique robots do not consider other competencies, experiences, and backgrounds. As a result, the pool of candidates for interview and further cooperation is selected using unfair practices, depriving others of the chance to acquire the necessary position.
The given approach can be considered a violation of the existing laws. For instance, the Civil Rights Act ensures that benefits are available to all citizens regardless of their background, ethnicity, or gender (Croitoru et al., 2020). The Equality Act of 2010 also ensures that race, age, sex, or other factors cannot prevent individuals from being hired or provided with some benefits (Croitoru et al., 2020).
However, the approach used by MTE to select candidates directly violates these regulations. First, it limits the number of candidates who can apply for the vacation because of the absence of privileged status. Second, it does not consider factors other than education and basic knowledge. As a result, the number of claims grows, and the company faces severe reputational damage.
Improving Employee Diversity Through Revised Hiring Practices
Considering this information, a change in hiring practices is necessary. First, the criteria for selecting candidates should be reconsidered. The current educational requirements (top 10 university degrees) do not guarantee the quality of knowledge and the presence of skills and experiences necessary for demonstrating desired results. For this reason, it should be excluded from the list.
Instead, the desired set of characteristics and competencies should be outlined. Second, the recruitment team should be trained to focus on diversity issues (Gilbert, 2022). It is essential to guarantee that all candidates have fair opportunities regardless of sex, age, or race (Gilbert, 2022). The criteria for offering a job should be tolerant, transparent, and include skills directly linked to the performance and job.
Implementing these recommendations is essential for the company’s further development. Considering the planned expansion and the tendency towards increasing the demand for its products, inclusive recruitment practices are the key to sustainable development and the absence of issues such as those discussed in the memo. For this reason, there is a critical need for the HR director’s assistance in reconsidering the discriminatory approaches discussed above and introducing new ones, providing similar opportunities to all applications, regardless of their background.
References
Croitoru, G., Florea, N. V., Ionescu, C. A., Robescu, V. O., Paschia, L., Uzlau, M. C., & Manea, M. D. (2022). Diversity in the workplace for sustainable company development. Sustainability, 14(11), 6728. Web.
Gilbert, J. (2022). Diversity in the workplace: Essentials you always wanted to know. Vibrant Publishes.
Libassi, C. (2018). The neglected college race gap: Racial disparities among college completers. American Progress. Web.