Discussion Board Forum 1: Replies Assignment | Buy assignments online
CAN YOU DO THIS FOR ME?
Reply Prompt: For your replies, respond to 2 classmates, identifying at least 1 strength and 1 weakness in their reasoning, supported by scholarly sources, the text, and biblical principles. You may to reply to any of the thread responses, even if they are different than the thread prompt you chose.
Submit your replies by 10:59 p.m. (CST) on Sunday.
You are required to reply to 2 other classmates’ threads; each reply must be 250–300 words. Each reply must include at least 2 scholarly sources (published within the last 5 years) in addition to the course textbook and relevant biblical integration. All citations and references must be in current APA format.
Amy Dill: DB #1
In a world that is quick to state discrimination has taken place, there is a new discrimination emerging (i.e. reverse discrimination). Is this form of discrimination really discrimination? What diversity practices would you put in place to prevent any kind of discrimination?
The Fourteenth Amendment of the United States Constitution notes that States must consider all citizens to be entitled to the same life, liberty, and property, as well as protection by the law, without consideration of various demographic traits such as race, age, etc. (Noe, Hollenback, Gerhart, & Wright, 2017, p. 104). This amendment is viewed as one that is directly related to protection from discrimination, specifically in regards to race. Noe, et al. (2017) note that this amendment was passed shortly after the Civil War and was initially an attempt to curtail discrimination against black citizens, however as time has passed this intent has been expanded to other racial groups including white citizens who allege reverse discrimination (p. 104). Craig & Richeson (2017) explain that there is currently a shift in demographics within the United States and that it is predicted that by mid-century the U.S. population will be comprised of less than 50% white Americans (p. 1/20). With this increased change in the racial makeup of the population it is certainly possible that reverse discrimination can and may exist both now and in the future.
There are three theories of discrimination that legal scholars have identified including that of disparate treatment which is when “individuals in similar situations are treated differently and the different treatment is based on the individual’s race, color, religion, sex, national origin, age, or disability status” (Noe, et al., 2017, p. 114). The concept of reverse discrimination would fall into this category or theory of discrimination based upon the fact that an individual is alleging discrimination based upon race. If/when an employer uses a racial quota when considering applicants for positions and hires an applicant who is less qualified for the position versus a more qualified applicant based upon their race, this could be considered reverse discrimination if the more qualified applicant were white. In a recent case involving several white firefighters and the New Haven Fire Department, the Supreme Court ruled that the white firefighters had been victims of reverse discrimination when their promotion test scores were discounted because they would have received promotions that their peer black firefighters would not receive based upon their results on the same promotion test (Craig & Richeson, 2017 p. 1/21).
The first action that I would put in place to prevent discrimination would be to obtain a commitment from the CEO of the company to a strict no discrimination policy, which would in turn affect the culture of the entire company and the way it views discrimination. Ng & Sears (2018) discuss that CEOs who have a commitment to diversity tend to exhibit behaviors that are positive in relation to diversity, ranging from “communicating their personal commitment to diversity to creating employee resource groups and setting diversity goals for their managers” (p. 3). The culture would be directly impacted by this diversity plan that excludes discrimination.
Furthermore, I would incorporate diverse, nondiscriminatory activities in recruitment for open positions coupled with applicant testing to gauge the best candidate for a position regardless of race, religion, etc. One way to do this would be to utilize an HRIS system that assigns an applicant a random applicant number that would be unknown in the evaluation process of the testing results. The applicants would be ranked in order of the highest scores down and the top candidates would be identified based upon that criteria. The HRIS system could then compile additional scoring based on years of applicable experience and education. A final score would then be generated to identify the top candidates to be interviewed. This should alleviate any potential for discrimination in the selection of the top applicants to interview. The HRIS system generated scoring would be valid support for any EEOC inquiry that might allege discrimination in the applicant scoring process.
Galatians 3:28 (NIV) states that “There is neither Jew nor Gentile, neither slave nor free, nor is there male and female, for you are all one in Christ Jesus.” This is one of the most important Biblical principles that could be applied when considering the topic of discrimination. Our Lord is one that teaches to love all equally, the most nondiscriminatory practice that one could adopt. This is clearly stated in Galatians 5:14 (NIV) in which we are taught “For the entire law is fulfilled in keeping this one command: Love your neighbor as yourself.” By applying this Biblical principle, discrimination would certainly be absent from the policy that would be adopted and followed.
References:
Craig, M.A., & Richeson, J.A. (2017). Information about the US racial demographic shift triggers concern about anti-white discrimination among the prospective white “minority”. PLoS One, 12(9), e0185389. doi:10.1371/journal.pone.0185389
Ng, E. S. & Sears, G. J. (2018). Walking the talk on diversity: CEO beliefs, moral values, and the implementation of workplace diversity practices. Journal of Business Ethics, 1-14. doi:10.1007/s10551-018-4051-7.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2017). Human Resource Management: Gaining a Competitive Advantage. New York, NY: McGraw Hill Education.
