This week in my Human Resources class (freshly started), we are focusing on downsizing and layoffs. One of the trickiest situations a company can find itself in is one in which people are being laid off while hiring is also occurring. I'm to brainstorm some ways my hypothetical company could protect itself from discrimination suits while navigating such a situation. Obviously EEO laws are ruling the day here, but we're talking a little beyond that.
So, I'm starting with the notion that we should analyze selection methods to make sure none of them are unintentionally discriminatory. But I have very little real-world experience with large or, frankly, properly managed businesses. So, can anyone help guide me in the direction of putting a finer point on that concept?
I just keep finding myself leaning toward ideas like "make sure no one you lay off in a Mexican lesbian in a wheelchair whose position you fill with a strong white man," but that is overly simplistic and obviously unhelpful. Does anyone feel like easing me in the right direction with slightly more elaborate thinking?
So, I'm starting with the notion that we should analyze selection methods to make sure none of them are unintentionally discriminatory. But I have very little real-world experience with large or, frankly, properly managed businesses. So, can anyone help guide me in the direction of putting a finer point on that concept?
I just keep finding myself leaning toward ideas like "make sure no one you lay off in a Mexican lesbian in a wheelchair whose position you fill with a strong white man," but that is overly simplistic and obviously unhelpful. Does anyone feel like easing me in the right direction with slightly more elaborate thinking?
via International Skeptics Forum https://ift.tt/2zxoeN5
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