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Part 1
Job discrimination (Chapter 11, pages 401-433), is the topic for this week. We will explore areas such as disparity, affirmative action policies, bias wage systems, hostile work environments, sexual harassment, and many other job discrimination topics.
For this week’s discussion, I want you to think about the concept of comparable work for comparable pay. Most companies provide a job description that details the work involved for the positions, the expected experience and education needed to properly do the work, as well as the physical abilities needed to hold the positions. The applicant is well aware of the requirements needed and makes the decision to submit an application, cover letter, and resume.
Now here is where I would like your opinion on the hiring process and the determination of the wages to possibly avoid wage discrimination based on gender.
Respond to the following:
Post a discussion based on the following question. You might be familiar with how the television show The Voice works. The judges do not see the singer until they hear the singer and make the choice to accept the person onto their team. Do you think if all of the names were removed from all the application documents prior to presentation for candidate selection, and a set wage assigned before a face-to-face interview is held, that it would help to reduce the gender disparity in wages, as the potential for gender identity is not disclosed prior to interview selection? Explain your answer.
Part 2 Classamte’s (Jamie Melton)
Hello Professor and Class,
Removing names from applications would reduce gender discrimination. By removing the names from applications, applicants would have the potential to interview without preconceived biases based on their gender. While I believe it is important to prescreen applicants for jobs; confirm employment history, job availability, and expectations for pay I understand that it can be beneficial to the candidate to enter the interview space without any preconceived notions of their gender. Gender discrimination can have detrimental affects for female applicants as they are often not seen as being as valuable or capable as a male applicant. Pay ranges for different positions should be public knowledge and determined based off of experience and potential growth opportunities the candidate may bring to the company. While pay may be more than what was expected of by the applicant, posting a range and not being able to negotiate in pay may cause potential to lose qualified candidates.
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