Identify a specific section in Chapter 2 of Applied Psychology In Talent Management that assures everyone equal opportunity and how you would respond to the CEO using this section.
Read the article Discrimination: How and Why Can It Be Legal?Links to an external site.
This article provides information on how discrimination can sometimes be legal.
Watch the Week 1 Discussion Question 3Links to an external site. video with Dr. Paula Zobisch.
View the video Rethinking Talent Management—Interview With Professor Jay CongerLinks to an external site..
This video provides information about the area of talent management and where today’s organizations fail when it comes to implementing effective talent management programs.
“Discrimination” is a word commonly used without a definite and universal meaning. Within the employment context, however, discrimination is defined as “giving one group an unfair advantage over other members of other groups” (Cascio & Aguinis, 2019, p 18).
Even though a job position may have more applicants than is needed for the job and exclusion is implied, organizations must take care to know and avoid violating federal and state employment laws.
Imagine you are the HR director at ACME Financial Services. The CEO has advised you to only hire Asian males that appear to be between 35 and 50 years of age since many of ACME’s clientele seem to believe this population has great insight into financial matters. As the HR director, you know federal and state laws prohibit such practice.
Identify a specific section in Chapter 2 of Applied Psychology In Talent Management that assures everyone equal opportunity and how you would respond to the CEO using this section. Include in your discussion an example when exclusion in fair employment practice does not violate federal and state fair employment laws.
Solved by verified expertObjective and job-related criteria for evaluating candidates’ qualifications, skills, and potential, rather than relying on subjective or biased opinions or stereotypes.
Transparent and clear communication about the requirements, expectations, and opportunities of the job and the organization, as well as the criteria and methods used for assessing candidates.
Accommodations and support for candidates with disabilities or other special needs to enable them to perform the job duties and compete fairly with other candidates.
Ongoing training and development programs that enable employees to acquire new skills, knowledge, and experiences, and advance their careers based on merit and performance, rather than on favoritism or nepotism.
If the CEO expressed any doubts o
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Equal opportunity is not only a legal and ethical obligation but also a strategic advantage for the organization, as it helps to attract and retain talented and diverse employees who bring different perspectives, ideas, and experiences to the workplace.
Research has shown that diverse teams outperform homogeneous teams in terms of creativity, innovation, problem-solving, and customer satisfaction.
Equal opportunity does not mean lowering standards or compromising on quality; it means ensuring that all candidates have a fair chance to demonstrate their potential and contribute to the organization’s goals, based on their qualifications and performance.
Equal opportunity requires a systemic and long-term commitment, rather than a one-time or superficial initiative. It involves creating a culture of respect, inclusion, and accountability, where all employees feel valued, supported, and empowered to do their best work.
Equal opportunity is not only about avoiding discrimination but also about promoting equity and justice. It involves recognizing and addressing the historical and structural barriers that have prevented some groups from accessing the same opportunities as others, and taking proactive steps to redress those inequalities.
Ultimately, the CEO’s willingness to embrace and implement equal opportunity in talent management may depend on various factors such as their personal values, business priorities, organizational culture, and external pressures. However, by providing clear and compelling evidence and arguments for the benefits and importance of equal opportunity, and by offering practical and feasible solutions for overcoming potential obstacles and challenges, I would hope to persuade the CEO to prioritize this critical aspect of talent management.
