Lesson 2 Case Study
Lesson 2 Case Study
Lei Han
MGT510: Human Resources Management
Professor Ira Lovitch
May 16, 2015 Affirmative Action Plan Goals Evidence of Discrimination
The Purpose of this case study is to analyze the discrimination case of affirmative action plan from Xerox Corporation with perspectives of workplace discrimination and types, burden of proof, and views on avoiding workplace discrimination. In this case, Xerox Corporation commit themselves to the publication of specific affirmative action program with their Balanced Workforce Initiative (BWF) to make sure all of the racial and gender groups were proportionately represented within a company. Affirmative action is the process of actively seeking to identity, hire, and promote qualified members of underrepresented groups (Lepak & Gowan, 2010, p. 73). When Xerox applies affirmative action plan to their hiring or promotion stage, controversies could easily happen. Their Managers could hire employees from an underrepresented group that were less qualified compared to those from an overrepresented group that are more qualified. In this case, reverse discrimination occurs, “where members of a protected group are given preference in employment decisions, resulting in discrimination of non-protected groups. (Lepak & Gowan, 2010, p. 75).
Workplace Discrimination and Types One fact is that those six black employees were denied promotion because they are from
the overrepresented group. Researches needs to be done to determine whether those
employees who got promoted are simply white employees or a mix of white and black. If
those got promoted are a mix of white and black and the statistic analysis of the ratio
between white and black on this same level position are well proportionately represented, no
discrimination proofs is found here against the company. If those got promoted are all white
and based on the evidence presented, disparate treatment discrimination has occurred.
The definition of
Lei Han
MGT510: Human Resources Management
Professor Ira Lovitch
May 16, 2015 Affirmative Action Plan Goals Evidence of Discrimination
The Purpose of this case study is to analyze the discrimination case of affirmative action plan from Xerox Corporation with perspectives of workplace discrimination and types, burden of proof, and views on avoiding workplace discrimination. In this case, Xerox Corporation commit themselves to the publication of specific affirmative action program with their Balanced Workforce Initiative (BWF) to make sure all of the racial and gender groups were proportionately represented within a company. Affirmative action is the process of actively seeking to identity, hire, and promote qualified members of underrepresented groups (Lepak & Gowan, 2010, p. 73). When Xerox applies affirmative action plan to their hiring or promotion stage, controversies could easily happen. Their Managers could hire employees from an underrepresented group that were less qualified compared to those from an overrepresented group that are more qualified. In this case, reverse discrimination occurs, “where members of a protected group are given preference in employment decisions, resulting in discrimination of non-protected groups. (Lepak & Gowan, 2010, p. 75).
Workplace Discrimination and Types One fact is that those six black employees were denied promotion because they are from
the overrepresented group. Researches needs to be done to determine whether those
employees who got promoted are simply white employees or a mix of white and black. If
those got promoted are a mix of white and black and the statistic analysis of the ratio
between white and black on this same level position are well proportionately represented, no
discrimination proofs is found here against the company. If those got promoted are all white
and based on the evidence presented, disparate treatment discrimination has occurred.
The definition of