Belles Feuilles Construction Group Case Study

Unfortunately, discrimination still exists today. No matter the size of the organization one thing is certain the employer must treat everyone the same regardless of race, ethnicity, national origin, sex, religion, age, disability status and sexual orientation. They promotional process must be fair and consistent (Aguinis, 2013). The case of Belles Feuilles, Construction Group, is all too familiar in the workforce. Two qualified candidates are bidding for the same position. However, one applicant is a female, and the other is a male. Carol Prybloswki, one of the civil engineers at BFNA, has reason to believe she was discriminated based on the description of the promotional process conducted at BFNA. Carol is disappointed and is considering to seek legal advice from a discriminatory lawyer. Nonetheless, Carol must prove beyond a reasonable doubt that the promotional process at BFNA was biased and unfair based on their company policies and procedures. A company must always think of terms of a legal lawsuit. Are the current policies, procedures, and processes standard across the board? Would these rules, methods, and measures hold up against the state and federal court system? If the answer is yes, then the firm has a proper and fair promotional policy. On the other hand, if the firm answers no, then they must revise some of their approaches to avoid confusion and lawsuits from employees. Gender discrimination continues to be a problem within organizations. It is therefore crucial that businesses use performance evaluation methods that ensure equal opportunities for men and women (Maas & Torres-González, 2011).
As mentioned earlier the key to any organization is being fair and consistent with all employees. The end goal is to secure a working environment that is free of discrimination and bias (Bauerlein,