Question

An African-American female candidate was interviewed for an IT manager position at a company. After the first interview, the recruiter told her that she was the top candidate but there was concern about her professional appearance. The recruiter advised her to cut her hair, which was styled in "locs," before meeting with the CTO. She refused to cut her hair, citing religious reasons, and was told the day after the second interview that she would not be hired because they were looking for someone with more current IT knowledge. The company hired a white male for the position two months later. The candidate files a complaint with the EEOC. What steps should the HR director take to eliminate future potential discriminatory hiring practices?

A. The HR director should train staff on Title VII of the Civil Rights Act of 1964 and as amended in 1972, 1978, and 1991.
B. The HR director should terminate the recruiter who made such an obvious error.
C. The HR director should just respond to any requests by the EEOC with the confidence that this case has no merit given that the reason for the decision not to hire had nothing do with race.
D. The HR director should contact the candidate and apologize for any misunderstanding on behalf of the recruiter.

Answer 1

The HR director should conduct a thorough investigation, review and update hiring policies, provide training, implement an anonymous candidate selection process, establish a diverse hiring panel, and maintain clear communication with candidates to eliminate future potential discriminatory hiring practices.

Step-by-step explanation:

The HR director should take several steps to eliminate potential discriminatory hiring practices in the future:

1. Conduct a thorough investigation: The HR director should investigate the complaint filed by the candidate with the EEOC. This investigation should include reviewing the hiring process, interviewing the individuals involved in the decision-making process, and examining any relevant documentation or evidence.
2. Review and update hiring policies: The HR director should review the company's hiring policies to ensure they are in compliance with anti-discrimination laws such as Title VII. Policies should clearly state that discrimination based on race, color, religion, sex, or national origin is strictly prohibited. Additionally, policies should address the company's commitment to religious accommodations and diversity.
3. Provide training: The HR director should provide training to all employees involved in the hiring process, including recruiters, interviewers, and hiring managers. This training should focus on educating employees about anti-discrimination laws, unconscious bias, and the importance of diversity and inclusion in the workplace.
4. Implement anonymous candidate selection process: To minimize unconscious bias, the HR director should consider implementing an anonymous candidate selection process. This means removing identifying information such as names, gender, and race from resumes and applications before they are reviewed by hiring managers.
5. Establish a diverse hiring panel: The HR director should strive to create diverse hiring panels that include individuals from different backgrounds, races, and genders. This can help ensure a fair and unbiased evaluation of candidates during the hiring process.
6. Maintain clear communication with candidates: The HR director should ensure that clear and consistent communication is maintained with candidates throughout the hiring process. They should communicate the company's commitment to diversity and inclusion and provide feedback to candidates on their performance and qualifications.