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The newly appointed Director of HR at Wilson Brothers identifies potential cultural bias in an employment test that has led to discrimination against visible minorities. Ethical responsibilities include investigating the test's fairness, adhering to legal requirements, and promoting workplace dignity and equity. A policy statement recommends eliminating the biased test and implementing a new Employment Equity Plan to foster diversity and eliminate barriers in hiring practices.

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7 views

DA1

The newly appointed Director of HR at Wilson Brothers identifies potential cultural bias in an employment test that has led to discrimination against visible minorities. Ethical responsibilities include investigating the test's fairness, adhering to legal requirements, and promoting workplace dignity and equity. A policy statement recommends eliminating the biased test and implementing a new Employment Equity Plan to foster diversity and eliminate barriers in hiring practices.

Uploaded by

jennifer.mcconachie
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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As the newly appointed Director of Human Resources for Wilson Brothers you discover that since

implementing an employment test at one of the plant locations the percentage of visible minorities
selected for employment has dramatically changed. You believe the test may be culturally biased, which
has resulted in discrimination against visible minorities. Post your responses to Part A and Part B shown
below:

Part A:

Explain your ethical responsibilities as an HR professional. (5 marks)

As the Director of HR, it is my ethical responsibility to foster diversity in the workforce, address issues of
inequality, and set standards around workplace conduct. I also have to demonstrate moral integrity,
prioritize the rights of employees over the best interests of the organization, and maintain a fair work
environment from all aspects and viewpoints.

With regards to Wilson Bros.’s employment test, it is my ethical responsibility to investigate,


document, and determine whether the employment test is (a) culturally biased and (b) resulted in
discrimination against visible minorities. Furthermore, if the detailed examination proves that the test is
discriminatory, it is my duty to overhaul the employee testing policies and procedures, implement an
equity employment plan, obtain the support of senior management, and remove any employment
barriers to increase representation for designated groups in the workforce. Hopefully, as a result, the
visible minorities’ representation will increase to current industry-based targets, and workplace equity
will have improved.

What principles set out by the HRPA/CHRP Code of Ethics or other Human Resources Professional
organization apply in this situation? (5 marks)

Concerning the seven guiding principles under the HRPA’s Code of Ethics, I believe that

1) Legal Requirements – I must adhere strictly to any and all legislation or regulations within the field of
HR management, as well as all civil and criminal laws. For this situation, I would need to focus my full
attention on the Ontario Human Rights Code and Employment Equity Act.

2) Dignity in the Workplace – I am required to support, promote and apply, the principles of human
rights, equity, dignity and respect in the workplace.

3) Competence – As an HR professional, I must carry out all my responsibilities in an honest and diligent
manner. Therefore, if I determine that Wilson Bros’ test discriminates against visible minorities – I am
duty-bound to take action, correct and resolve.

4) Balancing Interests – I need to find an equitable balance between the overall needs of employees and
the interest of the organization. In this unfortunate situation, I will help to mitigate the mistakes of our
previous employment testing (*and possible litigation) by improving recruitment and selection
strategies and ensuring that they are firmly enforced.

In addition, under the CPHR’s Rules of Professional Conduct, in the Duties to Individuals section,
Principle P4:
Members must at all times act in a manner that advances the principles of
health and safety, human rights, equity, dignity, and overall well-being in the
workplace. Particularly,

P401: A Member shall respect the dignity and rights of all individuals

P402: A Member engaged in the practice of human resources management


shall ensure that the policies, practices and processes they use respect the
rights and protect the well-being of all individuals.

P410: A Member shall not engage in or condone……. Any acts of discrimination


on the grounds prohibited in the human rights legislation in the jurisdiction
where the Member is practising

(https://cphr.ca/wp-content/uploads/2017/01/2016-Code-of-Ethics-CPHR-2.pdf)

Part B:

How would you, as an HR professional respond to this situation? Write a short policy statement to the
Wilson Brothers Executive Team outlining your concerns and recommended policy changes. (10 marks)

Policy Statement

TO: Wilson Brothers Executive Team

FROM: Jennifer McConachie, Director of Human Resources

SUBJECT: Employment Test: Concerns and Recommended Policy Changes

After a comprehensive examination of Wilson Brothers’ current employment testing at one of its plant
locations, the Human Resources department has concluded that there was evidence of significant
cultural bias resulting in a decreased rate of the employment of visible minorities. And, as you are
aware, Wilson Brothers has a very strict policy against discrimination of any kind in the workplace, and it
is my responsibility, as the Director of Human Resources, to recommend that we immediately eliminate
the Employment Test and to proceed cautiously with temporary selecting and recruiting measures until
a properly validated test can be established.

Going forward, the new employment test should be constructed holistically, routinely reviewed,
and grounded on three principles:

1) Candidates should be tested only for the skills needed on the job

2) The test must be used uniformly for everyone who applies for the job

3) The test must be correctly authenticated in an unbiased manner


In addition, in parallel with its implementation, I recommend that Wilson Brothers also launch a new
strategic Employment Equity Plan initiative that will demonstrate our strong commitment to non-
discrimination and achieving and maintaining a diverse workforce. This will be key in reaching our goal
of identifying and eliminating barriers in the organization’s employment policies and practices, fostering
a climate for equity, and improving access and distribution throughout all occupations for members of
the designated groups.

I will ensure to keep management well-informed of any developments or updates pertaining to this
ongoing situation. Any questions, comments or concerns can be forwarded to me at your convenience.

References:
Catano, Wiesner, Hackett, Methot. Recruitment and Selection in Canada, 7th Edition. Top Hat.

https://cphr.ca/wp-content/uploads/2017/01/2016-Code-of-Ethics-CPHR-2.pdf.

https://www.hrreporter.com/news/hr-news/rules-provide-dos-and-donts-of-hr/312319.
https://www.vigilant.org/employment-law-blog/qa-should-we-use-employment-tests-to-help-us-
identify-the-best-candidates.

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