Business

Going through the case one can understand that there are some primary litigations involved in the entire matter. The African American woman who considered herself to be a potential candidate was set aback by her non-selection to the desired job role. She took the issue seriously and considered the option of taking legal actions against the company for non-selection. In this case the African American woman might have been determined to sue the employer for breaching the Equal Employment Opportunity Laws. Her argument might have been based upon the Civil Rights Act of 1964 which prohibits employment discrimination based on race, color, religion, sex, or ethnicity (Federal Laws Prohibiting Job Discrimination Questions And Answers, 2009). The concerned woman is an African American so she might have alleged the employer for allowing job discrimination, within the process of hiring, based on both race and skin color (both of which are given serious emphasis in the Civil Rights Act). Moreover, as the candidate is a woman she might have alleged the employer for discriminating on the ground of sex. If I was in the position of the employer, I would have conveyed the reasons behind non-selection of the candidate just after the recruitment process was over. I would have sent email, or conventional mail to the non-selected candidate after the end of the hiring process to convey appropriately why her candidature was negated without taking into consideration any kind of discriminatory aspects. This would have definitely justified my employment decision and would have avoided further litigation.

(254 words)

Reference:

The U.S. Equal Employment Opportunity Commission (2009). Federal Laws Prohibiting Job Discrimination Questions And Answers. [ONLINE] Available at: http://www.eeoc.gov/facts/qanda.html. [Last Accessed 22 August, 2012].