Diversity in the Workplace

In an effort to reach various demographics for a company’s workforce, targeted campaigns and messages towards this pursuit is being communicated. Although well intended, companies implementing these campaigns will need to be careful not to be discriminatory in its hiring process. So as companies promote their desire in hiring young people, veterans, disabled or other key groups, they will need to ensure they have complete documentation and clear procedures for their hiring process as to not discriminate against those outside of the demographics the company is seeking.

According to Wilkie (July 2015), Starbucks pledge to hire thousands of 16- to 24- year-olds as apprentices, interns and employees. Other companies similarly pledged to hire disadvantaged young people. Wilke (July 2015) quotes Starbuck Chief Executive Howard Schultz, “‘Our approach is focused on creating a coalition of like minds with local knowledge, expertise on the ground, and the ability to scale the social impact on an initiative like this to create pathways of opportunity for the literally millions of young people who can benefit from this program.”’

According to Schultz’s his explanation for this targeted hiring is two-fold. One is to fill the company’s job openings and intern positions. The second is to help young people with job placement and development which could have a significant social impact. So overall the intent of the targeted hiring is done with good intentions. Wilke (July 2015).

However as the article explains, despite the desire to help young people and the community, the company will need to tread carefully to ensure it is not only seeking and hiring this targeted group. The U.S. Equal Employment Opportunity Commission (2015) states, “It is illegal for an employer to publish a job advertisement that shows a preference for or discourages someone from applying for a job because of his or her race, color, religion, sex (including gender identity, sexual orientation, and...