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? Job advertisements – Generally, advertisements are giving for filling the vacancies. So in that advertisement employers should not express a racial preference in job advertisements. Employers can indicate that they are equal opportunity employers. It can be applicable for all job seekers who are eligible for getting that certain job. ? Employment Agencies: – It is another type of recruitment of employees to the organization. Employment agencies may not honor employer requests to avoid referring applicants of a particular race or color.

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If they are doing so, both the employer and the employment agency that honored the request will be liable for discrimination of employees. ? Word-of-mouth employee referrals- It is an informal type of recruitment process. Word-of-mouth recruitment is the practice of using current employees to spread information concerning job vacancies to their family, friends, and relatives. ? Homogeneous recruitment sources: – Generally employers should attempt to recruit from racially diverse sources in order to obtain a racially diverse applicant group of people.

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Organization is not looking different sources because that organization is following the racial discrimination. It should be avoided when recruiting the employees to the organization. Employment discrimination- Cases Coco-Cola Company In April 1999, Coke employees filed a suit against the company, claiming that the company having a corporate hierarchy in which blacks floundered at the bottom of the pay scale. Dennys and Texaco was the Director of the company then. It has been realized that they must do right to African Americans otherwise businesses will goes down.

The company has topped the payoffs made by all other companies involved in similar racial discrimination suits, with a very big settlement of $192. 5 million in November in the year. From job-placement executives to diversity specialists, all have the same sound that the fine imposed is the largest financial settlement of its kind. This in fact, signals a major breakthrough in big business coming to terms with diversity in the workplace. Company’s race wrangling–including a $1.

5 billion discrimination suit it still faces is merely the latest episode where blacks, fed up with the odds heap against them in the corporate world, turned to the courts for solving the problem. Company’s recent settlement over charges of discrimination in pay, promotion, and job-performance evaluations is more than $176. 1 million. Such commitment definitely begins to put on the agenda the notion that there is something called diversity management. In an article entitled ‘Black Enterprises’, the author documents that “the financial terms of the settlement are $23. 7 million Back Pay Fund, a $58.

7 million Compensatory Damages Fund, and a $10 million Promotional Achievement Award Fund, all distributed to members of the class action. An estimated $20 million will go to attorneys’ fees, and $36 million will go toward the implementation of internal program reforms” (King, 2001) FedEx In another case in the United States of America, it has been reported that “on September 28, 2005, the federal judge of San Francisco approved a class action discrimination lawsuit on FedEx Express, an operating company of the FedEx Corporation, (FedEx) filed by the company’s minority employees” (Dutta and Pushpanjali, 205).

The petitioners claimed that FedEx’s policy and practice of racial discrimination against its minority employees caused them pain and agony. One of the plaintiffs says that when he first joined FedEx almost 10 years ago, he believed he was joining a company where everyone has a chance to succeed regardless of race. But, he experienced a different culture and treatment at his organization. He saw his white peers getting promotions with little effort, while he and his African-American peers got rejection letters. Owing to this, the employee opined that FedEx needs to change its policies and its culture to treat minorities fairly.

FedEx refused the accusation of unfairness made against it by the marginal employees. The corporation presented numerical proof to shield itself against the accusation. The proof showed that the marginal employees in the corporation established higher evaluation and higher reward than their counterparts in many jobs. FedEx affirmed that its employment guidelines excluded any kind of pressure or revenge for any information of bad behavior by others made in trust. FedEx argued that a class action suit was inappropriate because its decisions regarding employment were made by different managers practicing different policies.

However, the court said that the class action status was appropriate because the employees were challenging company-wide policies that allegedly affected all of them in similar ways. Conclusion Employees prefer a fair, healthy and democratic treatment by the employer at workplace. They enjoy a work atmosphere that values workers’ rights and improves their quality of life. They need to make their place a dynamic one, which can meet their working needs and preferences. They like to work in an environment which is conducive for higher productivity and morale.

The workplace should put the interest of all workers together and all must be treated equally and fairly. An indiscriminate work place will act as a platform for greater satisfaction, employment and education that surely meet and balance their responsibilities to positively contribute to the society as a whole.

References Dutta, Sanjib and Pushpanjali Mikkilineni (2005) Racial Discrimination at FedEx, Center for Management Research, Retrieved 27th June, 2009, from http://www. icmrindia. org/casestudies/catalogue/Human%20Resource%20and%20Organization%20Behavior/HROB074. htm

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