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Preferential Hiring

In: Business and Management

Submitted By cyborg13
Words 2014
Pages 9
Ethics and Opinions of Preferential Hiring

Business Ethics
March 24, 2014
2014 Winter Term

Introduction & Definitions

Since the 1960s and 70s, the U.S. (as well as other European countries) have tried to employ policies and programs to increase employment and educational opportunities for minorities and women. The policies differ in approach and opinion.
The lesser of the policies is passive nondiscrimination. It is when a company or educational institution takes into account only the applicant’s ability, and doesn’t take race or sex into consideration. This policy is also called equal opportunity, and is not controversial. It only requires employers to not unjustly discriminate. (Lane, 2010)
Moving past the passive approach is affirmative action. This is defined as an activity that is aimed at securing a more equal workplace. It goes beyond passive nondiscrimination, but doesn’t alter the standards or qualifications for applicants. (Claire Andre, 2005) One way a company can engage in affirmative action is to increase the applicant pool for open positions with the intent to diversify. Though this policy is more active than the passive nondiscrimination, the theory is that the most qualified candidate will get the position, so moral and ethical controversy is limited.
A method beyond affirmative action, and the one I want to discuss in this paper, is preferential treatment, or hiring. This type of policy changes the job standards in an effort to hire more minorities or women. There are two ways this is done: preferential hiring among equally competent applicants; and preferential hiring among applicants who are not equally competent. These policies are called reverse discrimination by critics, and leveling the playing field by supporters. (Lane, 2010)
The most extreme form of policy is the hiring quota. This is a number, a standard,…...

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