Preventing Workplace Discrimination Simulation

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Preventing Workplace Discrimination

University of Phoenix

MGT 434

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Preventing Workplace Discrimination

Organizations are responsible for a zero-tolerance of discrimination in the workplace. Title VII and many other employment laws enforce this responsibility on organizations and help to make the workplace an equal opportunity for all that is free from hostility or discrimination. This type of environment helps the organization to thrive and become more productive with healthier, happier employees. This paper will review the Preventing Workplace Discrimination simulation (University of Phoenix, 2010)
In most companies, the use of drugs especially during work hours or being under the influence of drugs or alcohol while at work is a company policy violation. The violation can lead to immediate termination in an organization. The organization has the responsibility to reasonably protect its employees including from those under the influence of drugs. A reasonable accommodation would be to rehire the employee once the employee has been through rehab and is completely rehabilitated. Once the employee has been rehabilitated, the employee is then covered under the ADA. According to the Center for Psychiatric Rehabilitation, "The ADA also covers past history of alcoholism and drug abuse if the person is no longer currently using illegal substances. Alcoholism is covered as a disability if a person is still abusing alcohol, although it does not prohibit an employer from taking disciplinary action for unsatisfactory performance or failure to comply with company policy" (Boston University, 2010, p.
The hiring process is difficult enough without the added pressure of Title VII looming over the employer. The employer will look at the applicant 's skills, education, job history, and if the employee will fit with the organization 's culture. The hiring manager will also look at personality, attitude toward work, and future upward mobility. A good personality is important because if the applicant is hired, the applicant will have to work with a diverse group of people. A good attitude toward work is always a good sign as most potential employers look for applicants that will want to work and like to work. Another good sign is if the applicant has future upward mobility that will help the potential employee grow with the company. The employer may call references to see what type of worker the applicant may be and if the applicant had good attendance. In the simulation, the company targeted applicants, both male and female, who were young and "thought" young. The company also wanted applicants who could "unleash sheer male power" (University of Phoenix, 2010). Interviewers must be careful to avoid violating any employment laws, especially Title VII. The hiring decision cannot be based upon the applicant 's religion, race, nationality, age, or gender. In the simulation, the human resources manager had five applicants to consider for the two jobs of Creative Supervisors. The HR manager used a point scale based upon