Final answer:
Only one manager needs to confirm reasonable suspicion to maintain employee privacy and protect sensitive information during investigations. Professionalizing HR practices helps minimize bias in these procedures, as larger organizations tend to have more structured approaches and experience with diverse employees.
Step-by-step explanation:
The reason why only one manager needs to confirm reasonable suspicion might be option B) Maintains employee privacy. Restricting the confirmation to a single manager helps to preserve the confidentiality of the employee in question and minimizes the exposure of potentially sensitive information.
In situations where reasonable suspicion is raised, for example regarding a violation of company policies or behavior that could indicate substance abuse, involving fewer people in the initial confirmation process ensures that an employee's privacy is better protected while the necessary investigation is being carried out.
Furthermore, professionalizing human resources functions can play a significant role in reducing bias during such processes. With reference to research conducted in Canada, there was evidence of significant discrimination in the hiring process against individuals with Asian-sounding names.
Smaller employers showed double the bias compared to larger employers. In this context, larger organizations with more professional human resource strategies and experience dealing with diverse workforces may be better equipped to handle situations requiring reasonable suspicion checks without introducing bias, thereby fostering a more equitable and trustworthy work environment.