Ethnic Ethics

Running Head : DISCRIMINATION

Discrimination at the Workplace

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Discrimination at the Workplace

Discrimination is described as an illegal treatment because of prejudices based from a number of factors , such as gender , sex religious beliefs , disabilities and many more (Goree , 2007 . In the case of Julie 's friend , Bandu , the prejudice and discrimination given to him was based on his ethnic roots , being an Indian-born in an American region . The application was then rejected without him being called for an interview or a

test of some sort

For someone like Julie , an employee who knows the capabilities of her friend , her boss 's decision 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 two 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 must be incorporated to get a win-win situation

Firstly , Julie should be as professional as possible and not be biased just because the rejected applicant is her friend . There should also be no trace of favoritism on Julie 's 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 Julie 's friend , and even though Julie is not the employer , there is still that possibility that she might influence the decision of her boss in favoring her friend . This potentiality of favoritism can be avoided by marking the line between referencing and heavy influencing . References are people which the employer can call or talk to ask information about the employee (Doyle , 2008 . In the case of this event , the connection is strictly professional and the information relayed would be useful in deciding whether the application would be rejected or given a chance

For the company , it is obvious that they 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 , exchange of ideas or information , and the company have been proved by many researchers (Goree , 2007 . It is therefore something worth trying for a company that hasn 't got any bad feedbacks from this technique

The employers can then begin by accepting applications from any group and giving equal chances to all . If the company 's 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 important thing is all applicants , regardless of gender , race , or affiliations , must be allowed to join the preliminary screening procedures that is of course once they reached the required qualifications

One possible problem that Julie 's company...