Under intensifying international competition, the business environment has become a global unit with 24/7 virtual access. Understanding the similarities and differences between countries is increasingly important. Harassment and discrimination are among the most common complaints filed against employers that can end in large monetary settlements. Your article needs to:
-Define employment testing discrimination and provide an example of a virtual or global unit situation that resulted in a lawsuit.
-Define workplace harassment. Be sure to explain Quid Pro Quo and hostile work environment within your discussion.
-Explain how an employee may face both discrimination and harassment from employment testing.
-Explain how an employee may face harassment from supervisors, co-workers, vendors, and customers.
-Provide reasons employees may not report incidents of discrimination and harassment.
-Explain the consequences of a workplace not addressing discrimination and harassment issues raised by an employee.
-Support your article with at least five scholarly resources.
Your article should demonstrate thoughtful consideration of the ideas and concepts that are presented in the course and provide new thoughts and insights relating directly to this topic. Your response should reflect scholarly writing and current APA standards
Workplace discrimination is prevalent in multinational/multicultural settings or companies. Discrimination in the workplace can occur in different stages from pre-employment to during promotion or employment selection. Workplace discrimination can be of different kinds including sexual, racial, gender, or violence among others. Nevertheless, workplace discrimination is a costly risk for any organization because of costly lawsuits and reputation. The following paper aims at reviewing workplace discrimination including employment testing discrimination, workplace harassment, and illustrating the importance of addressing workplace discrimination and violence.
Employment Testing Discrimination
Employment discrimination is the illegal practice of placing value on an employee’s characteristics that are not related to their productivity to deny them an employment opportunity. Under EEOC guidelines, employers are not allowed to discriminate potential applicants based on their race, religion, ethnicity, age, gender, or sexuality among others (Maurer, 2016). Under Title VII of the Civil Rights Act of 1964 permits employers to administer tests to hire and select potential employees (Maurer, 2016). Employers often use different employment tests to determine the productivity or future job performance of a candidate. These tests include interviews, psychological tests, physical tests, background checks, and even drug use checks. However, Maurer (2016) maintains that any test used to determine an employee’s suitability should be related to job productivity and job performance only. Therefore, employment act prohibits the use of employment tests that discriminate against participants based on their protected traits such as nationality, religion, or age. According to Maurer (2016), even a neutral employment test can violate Title VII if the results have a contrasting impact based on sex, color, nationality, gender, or religion. Therefore, employment testing discrimination is the use of employment, selection, and promotion tests to discriminate participants based on their protected characteristics.
Multinational companies often face increased risk regarding employment testing discrimination due to diverse employees...
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