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Buy an essay: BUSINESS ETHICS – DISCRIMINATION AND AFFIRMATIVE ACTION

The discrimination in the workplace based on ethnic or racial inequality of employees still persists. In this regard, the lack of access to top positions of representatives of minorities and the lack of possibilities to get promotion for representatives of ethnic or racial minorities are particularly widely-spread manifestations of ethnic or racial discrimination. In this respect, it is possible to refer to the case of the New Heave Firefighters Affirmative Action and the failure of African American and Hispanic firefighters to get promotion because they failed the test was viewed by the city authorities as the discrimination of non-white firefighters. In this regard, it is important to place emphasis on the fact that African American and Hispanic firefighters are underrepresented at the managerial level of firefighting department of New Heaven. The failure of African Americans and Hispanics to pass the test and, therefore, their failure to obtain promotion, raised a public turmoil and forced the city authorities to reject the test results based on the lack of minority representation. In fact, the city of New Heaven act is reasonable because the testing has failed to grant minorities with equal representation in the management of the firefighter department but, what is more important, the test has proved to be imperfect and multiple criteria should be used to make decisions on promotion of employees more objective and based on the professional level and qualification of employees, instead of their race or ethnicity or their ability to pass a test.
In order to understand reasons for the decision being taken by the city of New Heaven, it is important to understand the essence of the problem and its consequences. In this respect, it is important to place emphasis on the fact that testing led to the unequal promotion of employees in terms of their ethnic or racial background since the New Haven Fire Department in Connecticut gave an exam meant to gauge eligibility for promotions to lieutenant and captain. Scores for Hispanics and for African-Americans ranged from 34 to 59 percent of the scores for whites. Because of the way the promotions were structured, no African-American and only one Hispanic would have won any of the 15 promotions (Totenberg, 2009). As a result, minorities have proved to be consistently underrepresented in the result of the promotion. Obviously, such a situation created unequal conditions for work and promotions of firefighters with different ethnic or racial background, because white firefighters were in the advantageous position a priori. At any rate, the lack of promotions for African Americans and Hispanics revealed existing pitfalls of testing system used by the New Heaven Fire Department. In such a context, the decision being taken by the authorities of New Heaven was right because the ongoing discrimination of representatives of ethnic minorities in the New Heaven Fire Department would raise unsurpassable barriers on the way to career promotion for minorities. In addition, such system of testing and policies conducted by the New Heaven Fire Department are unjust and need consistent improvements to provide each firefighter with a possibility to obtain a career promotion on the ground of his or her professional skills and abilities, achievements, and other professional qualities but not on the ground of their ethnic or racial background or results of a disputable test solely.

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