This case concerned equal employment opportunities. In the case, the company required individuals to pass two tests in order for them to be allowed to work inside the organization. The tests include the Wonderlic Personnel Test and the Bennett Mechanical Aptitude Test. The Wonderlic Personnel Test intended to test the general verbal abilities of the applicants. The scores were approximated according to the median high school graduate performance. African American applicants raised an issue with the application process citing the use of unfair hiring practices by the organization. They individuals indicated that the practice was a violation of employment practices as cited in Title VII of the Constitution. Most of the African Americans indicated they did not have the opportunity to attain a high school education, but the job descriptions did not require this level of education in order to perform effectively.
The company argued that it did not have any discriminatory intentions and that the procedure was put in place in order to improve the efficiency of the organization and enhance productivity in the competitive environment. The court ruled in favor of the employees indicating that their right to equal employment opportunities was violated by the company’s practices. Before the signing of the Title VII, the power company was known to openly practice discriminative employment, especially against the African American individuals. After the signing, the company thought of a plan of continuing their hiring practices without getting lashed out by the public. However, the court found substantial evidence of discriminatory practices at the organization.
The ruling meant that the organization had to get rid of the employment practice and look for a more equal and fair procedure that would not disproportionately exclude certain population groups of the society. This case is a clear indication that organizations need to set up robust hiring systems that rid them of any legal liabilities during the recruitment process. Job advertisement created by businesses should not indicate preference of a particular group of individuals since this will disadvantage other individuals who do not fit the description. Title VII prohibits employment practices pegged on race, color, religion, and gender. The legal precedent set by the case was that employers are not allowed to use tests in their recruitment process that would mean new hires could only come from the same a particular group of individuals in the community. With discriminatory practices, a company misses out on hiring potentially useful talent to the organization as well as ruining their brand image and customer trust (Mathis & Jackson, 2010).
The Equal Employment Opportunity Commission is a federal agency responsible for enforcing federal laws that make it illegal for an employer to discriminate against the job applicant based on their race, sex, religion or color, the nation of origin. The agency also protects the individuals who raise concerns about discrimination at their workplace environment against further discrimination. In the case of a lawsuit the organization fairly investigates the allegations in the charge brought forward to them and from the findings decide whether further investigations are required or whether they can settle the case. The agency not only works to deal with reported cases but also take steps to prevent the occurrence of such incidences through public education, technical assistance, and other outreach programs. Employment regulations are voted the commission after they have allowed the public to give their opinion and comments formally.
Reference
Mathis, R. & Jackson, J. (2010). Human Resource Management. South-Western Cengage Learning.
