Introduction:
In the context of promotions and hiring the employers should take into consideration the welfare of the employees such that they are done according to the regulations and laws guiding the qualifications of the employees. The employers are therefore guided by the law on the matters of promotion and hiring so as to promote equality and fairness in the job place. The law and legislation also facilitates the observance of the rights of the employees in relation to the conditions surrounding the employees both physical and emotional conditions. The managers who are endowed with the task of hiring and promotion should make sure that they are well informed of the legislations and regulations guiding the rights and obligations of employees in their work as well as with the use of previous experience in order to ensure that the employees have access to what they deserve in the context of the organization. The policies relating to personnel organization in order to promote fairness and equity in the organization. Personnel organization and policy should therefore take into consideration the aspects of discrimination which are rampant among many employers. Such aspects of discrimination should be avoided by the employers in order to get employees who are highly qualified and relevant to the job. This will therefore take care of the productivity of the organization as well as welfare of the employees by accessing the jobs they qualify for. The issues of discrimination and incompetent employees led to the need of legislations in order to guide the conduct of employers in promotion and hiring so as to eliminate bias and undue processes of employing people.
In relation to discrimination, the federal government have legislated various acts in order to guide the employment of people in both the private and public sectors in a transparent and equitable manner. Most of the policies on the basis of job discrimination in hiring and promotion are elaborate in matters pertaining to gender, racism and people living with disabilities. Most of the discrimination cases in promotion and hiring are related to gender and racial bias as well as discrimination in both the private and public sectors. The government has therefore initiated legislative measures and policies in order to curb the threats relating to both gender and racial discrimination and favor in the job place.
In the context of hiring and promoting employees bot in the private and public sectors, the aspects of racial discrimination are note thereby necessitating the need of initiating legislative measure to guide the conduct of employers against racial discrimination in the job place because this will deny the qualified employees the job opportunities at the expense of those who are less competent leading to a decline In the productivity of the company or organization. This act dealing with racial discrimination clearly elaborates that the practice amounts to conflicts and animosity in the country which makes it difficult for individuals to interact and appreciate one another (Cushway, 2012 pg. 15). This legislation dealing with racial discrimination in the job place also ensures that the employers who engage in such racial discrimination practices are charged in the courts of law and should also be highly fined in order to eradicate this malpractice in the job markets so as to promote intercultural appreciation and interaction so as to respect the global business perspective.
Legislations have also been put in place in order to guide against religious discrimination in the job place especially in countries where one religion is dominant. A religious act was put in place in order to cater for employment issues relating to religious discrimination. The employees are therefore protected by the legislation in order to provide an effective and suitable job environment free from religious discrimination. This will also guide employers on matters pertaining to hiring and promotion of employees. The legislation also states that the employees should be hired and promoted on the basis of qualification and competence rather than religious views because this may lead to conflicts and bias making life difficult for the employees in an organization. The aspects of religious discrimination in the job place should be avoided in the employers in order to ensure that the competent staff is recruited so as to boost the overall performance of the organization as well as facilitating appreciation and interaction in the society without bias or religious discrimination (O'Neill, 2012 pg26). This legislation may be disadvantageous to some extent in that people employees may not be able to work for an organization dealing with a different religion due to the conflict of interest.
The legislation have also been put in place in relation to discrimination based on gender inequality. This aspect is well taken care of by the Civil Rights Act. The aspects of women discrimination in the job place have conventionally been rampant thereby necessitating then need of laws and regulations to protect women from being treated unfairly on matters pertaining to hiring and promotion in the job market. Most of the employees in the past have treated women as inferior compared to men in relation to the kind of job and tasks they perform in the organization. The legislative measures are very essential in order to protect women from inequality practices of the employers. The law states that women should also been treated equally with men in the job place based on their job qualifications and competence rather than relying on bias and misconception s of the jobs to be performed specifically by men or women. The women should therefore be allowed to work on the jobs that they qualify for and tasks which they can competently manage according to their professions. The managers or employers who discriminates against women in relation to promotion and hiring should face the law and be charged in the courts of law in order to discourage such unfair treatment and practice (Schiller, 2008 pg19).
Personnel organization and policies have been put in place by the government with help of labor movements in order to ensure that the processes of hiring and promotion are conducted on a fair and realistic manner. The programs of hiring and promotion should evaluate the job applicants on the basis of qualification, experience and training of the job in order to determine the candidates who are most suitable and appropriate to suit the job opportunity required to be occupied. This will therefore facilitate fairness and equality in the job place. This also ensures that productivity of the company is improved if the qualified people are employed to work in the right positions where they are most suited. The legislations to eliminate employment discrimination have touched various aspects of the society by protecting all classes in the society, for instance religious and racial job discrimination are well covered by the law. The aspects relation to discriminating people with disabilities in the process of hiring and promotion have also been discussed in detail so as to protect them poor cases of equality and unfair treatment.
References
Cushway, B., & Hallsworth, I. (2012). The employer's handbook 2012-13: An essential guide to employment law, personnel policies and procedures. London: Kogan Page.
O'Neill, J., & O'Neill, D. M. (2012). The declining importance of race and gender in the labor market: The role of employment discrimination policies. Washington, D.C: AEI Press.
Schiller, B. R. (2008). The economics of poverty and discrimination. Upper Saddle River, NJ: Pearson/Prentice Hall.
