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Present studies shows, more comapnies are hiring based on prefered nationalitiy, common ethnicity rather than ability, knowledge, skills and experience. In effect advancemnt, growth and fresh ideasand practices remained untapped and innovation and progress are blocked... your objective views on this...
It is a society culture problem, stubborn, prejudice, racism, incompetence, in both sides employees and employers, these are our society culture trademarks now.
A businessman who prefer what his community taught him than what his calculator telling him is another brick in the well of crisis, is not a specialist, How he got his business degree?? and he owns a company???
An employee who listen to his inner thoughts and give them priority over his job role and duties, is also ... the next brick of that well. also incompetence, in everything maybe, he will do the same as that businessman if he had the chance.
Ignorance kills.
1. Create a process. Most employers have figured out that recruiting shouldn't be a haphazard process. The days are gone when all you did was ask your current workers if they had any competent friends who needed jobs (a system, by the way, that often led to inadvertent discrimination in, say, an all white workforce). Done correctly, recruiting involves a system. So does promotion and so does pay.
2. Give managers a plan. Make managers part of the system, but only if they understand the system. That means giving them a plan and ensuring that they're acting in accordance with the plan and not in reference to their own whims. Many of the problems that arise in discrimination law are the result of managerial biases or incompetencies.
By "a plan," tell managers what to look for, give them tools to enable then to make better decisions, and evaluate them on their ability to meet the requirements of the plan. Companies should know what they need in terms of skills and abilities. They should evaluate pay using a system. Based upon that data, managers should be able to make decisions that are consistent with the company's business rather than some personal preference.
3. Focus on objective criteria. Subjectivity continues to reign in regard to hiring and promotion decisions. The most common factor expressed by most employers is whether a candidate "fits" the employer's culture. Legally, this type of system creates risk, particularly for employers that are big enough to be the subject of a class action.
Some subjectivity is not only inevitable, it's legally permitted. To a meaningful degree, an employer is entitled to subjectively determine if a candidate is likely to enjoy the type of business culture presented by the employer. If "fit" is the primary factor, however, subjectivity combined with a statistical imbalance can create a disaster. To reduce the role of "fit," a company should consider stated and verifiable needs as well as criteria to assess whether a candidate can fit those needs. The more the analysis focuses on qualifications, skills, and experience, the less subjective a decision will be. That said, if two candidates both meet the employer's objective needs, an analysis of fit may be appropriate, but only if "fit" is defined in nondiscriminatory terms.
4. Focus on job-related criteria. Part of reducing the impact of subjectivity is to focus on job-relatedness. Some managers spend an entire interview discussing last week's Raiders-Eagles game. Such an interview may show how much the candidate knows about professional football, but such information isn't job-related unless the opening is for a coach or a sports announcer. Interviews should evaluate a candidate's skills relative to the job in question.
True, this is always overlooked by many employers, and wonder why other organization grow and proper. You cannot do anything is blocked from higher top. The negative impact you already mentioned.
Cultural and skills diversity is required in any company seeks a smooth development and improvement,
Companies that adopt a system of discrimination without any logical reasons will encounter many problems in long term periods, such as:
1. The negative side of discrimination (unbalance and errors)
2. Violations and policies disobey
3. Unbalanced decisions.
In addition, such companies may survive for while, however their work environment in not a motivation at all !
Thank you
