Read the Global Power Tools Welcome Message. Global Power Tools has made the hea

Question

Read the Global Power Tools Welcome Message. Global Power Tools has made the headlines again! According to recent news reports, Global Power Tools has allegedly refused to hire women for a wide variety of positions despite some applicants’ superior qualifications. At issue are Global Power Tools’ store and service center jobs of installers, mechanics, assistant managers, managers, and related positions. According to the EEOC’s lawsuit, since at least 2010, only one woman was employed in any of these positions out of approximately 200 employees. The Commission also alleged that out of some 1,300 hires made between 2013-2017 for those positions, not one was female. Additionally, despite Global Power Tools’ alleged failure to maintain applications—itself a separate violation of federal law—those applications available indicated that women with superior credentials and experience were rejected while less qualified men were hired. Briefly describe what you think Global Power Tools did wrong? As a manager, what do you suggest that we do to prevent discrimination charges such as the ones described above when dealing with employees and applicants.

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Explanation / Answer

Answer: According to the U.S. Equal Employment Opportunity Commission (EEOC), there are certain prohibited employment policies and practices that the employers must not engage in. Under the laws enforced by EEOC, it is illegal for the employers to discriminate against an individual on the basis of his or her colour, race, gender, national origin, age, disability or genetic information. Under the laws enforced by EEOC for Recruitment, Application and Hiring, Global Power Tools is guilty of discriminating against the job applicants on the basis of their gender, that is, rejecting female applicants even with superior credentials and experience in comparison to male candidates and hiring only male applicants. Clearly, Global Power Tools based their hiring decisions on stereotypes and assumptions about an applicant’s gender which is evident in their recruitment statistics that says since 2010, only one woman was employed in any of the positions among installers, mechanics, assistant managers, managers and other related positions, out of 200 employees in these areas. The Commission also alleged that out of some 1,300 hires made between 2013-2017 for those positions, not one was female.

In addition to the discrimination charges against the female candidates, the management of global power tools also failed to maintain job applications which is mandated by the Federal Law. As job applications may ask for information such as addresses, Social Security numbers and past employment history, it is important to safeguard this information.

In order to prevent the discrimination charges, the human resource managers, hiring managers and the other top executives of the Global Power Tools must establish fair and unbiased recruitment and hiring policies/practices in the organisation. All the job applicants must be provided with equal opportunities to perform and present themselves in the hiring process irrespective of their race, colour, gender, national origin, age, disability or any other genetic information. The selection of the candidates must strictly be based on their knowledge, education, past performances, industry exposure and other relevant, unbiased parameters as can be decided by the human resource managers and other strategic managers of Global Power Tools. Such fair practices in both recruiting and regular functioning of the organisation would help in maintaining harmony and synergy at the workplace and in creating a positive and diverse workplace environment.

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