Write A One-Page Analysis Of How This Topic May Arise ✓ Solved

Write A One Page Analysis Of How This Topic May Arise As A Point Of Co

Write a one-page analysis of how this topic may arise as a point of concern for you in your present career or in the career that you are currently working towards. Discuss the issues, how you would address the issues, and what policies and procedures you would put in place to address these concerns. Include a least 1 reference I have listed two different companies to choose from " Justifying Unethical Conduct Unethical conduct is not necessarily illegal conduct; however, the difference between ethical and unethical conduct can be difficult to spot. Using the Internet. I know of a company 1.

This companies do not hire many black in their finance department only in its account payable department and it does not matter what kind of degree they hold they always make excuse why someone from that department is not qualified and when someone is hired for other department within finance they are never black. 2. The other company appear to limit the number of blacks in the company and I have seen where certain departments hires outside the company only to hire friends or previous co-worker and sometimes never interview qualified workers within the company and with no explanation.

Unethical conduct in the workplace, particularly related to discrimination and favoritism, is a significant concern that can directly impact the organizational culture, employee morale, and reputation. In the context of my current or future career, the issues of racial discrimination and biased hiring practices highlighted in the chosen companies raise critical ethical questions. These practices not only undermine diversity and inclusion efforts but can also lead to legal complications and diminish the company's credibility in the marketplace.

One of the primary issues is the apparent racial bias in hiring within the finance departments of the two companies. The first company's consistent exclusion of Black candidates from roles outside the accounts payable department, regardless of their qualifications, indicates systemic discriminatory practices. This perpetuates a lack of diversity and potentially deprives the company of talented individuals who could contribute valuable perspectives. The second company’s preference for hiring friends or previous co-workers, often bypassing qualified internal candidates, reflects favoritism and a breakdown of meritocratic principles.

Addressing these issues requires a comprehensive approach rooted in ethical standards and organizational policies. First, establishing clear, written anti-discrimination policies aligned with federal laws such as Title VII of the Civil Rights Act is essential. These policies should emphasize equal opportunity employment and explicitly prohibit discrimination based on race, ethnicity, or other personal characteristics. Second, implementing mandatory diversity and inclusion training can raise awareness among managers and staff about unconscious biases and the importance of equitable hiring practices.

Furthermore, the introduction of standardized hiring procedures—such as structured interviews, transparent criteria for candidate evaluation, and diverse hiring panels—can help mitigate favoritism and ensure a fair process. Regular audits of hiring data and employment demographics are also crucial for identifying patterns of bias and taking corrective action. Establishing an anonymous reporting system provides employees with a safe channel to voice concerns about discriminatory practices without fear of retaliation.

In terms of policies, I would advocate for the creation of a diversity and inclusion committee responsible for monitoring hiring practices and promoting equitable recruitment. Additionally, setting diversity hiring targets and tracking progress over time can motivate departments to expand their talent pools. Enforcing accountability through performance reviews that include adherence to ethical standards will reinforce the importance of fair treatment.

In conclusion, addressing unethical hiring practices related to discrimination requires commitment at all levels of the organization. By establishing clear policies, promoting transparency, and fostering an inclusive culture, companies can mitigate bias and build a more diverse and equitable workplace. Upholding these principles is not only ethically right but also beneficial for organizational success in a globalized economy.

References

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• United States Equal Employment Opportunity Commission. (n.d.). Discrimination. https://www.eeoc.gov/discrimination
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