The recruiting process can be characterized as discriminatory if a job candidate is treated unjustly or unequally based on their membership in a protected class.

The recruiting process can be characterized as discriminatory if a job candidate is treated unjustly or unequally based on their membership in a protected class. While there is no consideration given to whether a job seeker is accessible or not, there is consideration given to whether the employee possesses the requisite qualifications. When an employee is qualified, it implies that they will be recruited per the job description and the workload of the company in which they work throughout the recruiting process. If a prospective employee is fundamentally qualified, they will almost certainly be hired. An ethical approach to employment and affirmative action (EEO and AA) strives to minimize discrimination without imposing quotas on organizations (Daley, Phipps, and Branscombe, 2018). As long as disabled individuals, or people of other races, ethnicities, or religions, demonstrate a willingness to work hard, they will be recruited and given a competitive salary and benefits package, just like the rest of the workforce. If anything is done behind closed doors to further discrimination, it will be illegal, and the organization should be sued due to this.

Everyone should be given an equal opportunity in the workplace; but, if any such persons apply for a job and are qualified, there should be a good reason for not hiring them. However, in the actual world, people should be employed because of their qualifications. Therefore, any organization that advertises a position with any type of prejudice should be acquitted, and they should face the consequences of their actions. According to the Americans with Disabilities Act (ADA), it is unlawful to discriminate against a person based on their handicap in the workplace (Kim, & Rhee, 2018). Therefore, employment agencies and companies must take steps to ensure that their application and employment processes do not accidentally discriminate against people with disabilities. A qualified individual with a disability who is an employee or applicant is subjected to disability discrimination when an employer or other entity covered by the Americans with Disabilities Act, as amended, or the Rehabilitation Act, as amended, treats them unfavorably they are disabled.

References

Daley, A., Phipps, S., & Branscombe, N. R. (2018). The social complexities of disability: Discrimination, belonging and life satisfaction among Canadian youth. SSM - population health, 5, 55–63. https://doi.org/10.1016/j.ssmph.2018.05.003

Kim, S., & Rhee, S. (2018). Measuring the Effects of Employment Protection Policies: Theory and Evidence from the Americans with Disabilities Act. Labour economics, 54, 116–134. https://doi.org/10.1016/j.labeco.2018.08.001

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