A manifestation of employment barriers can occur in the following:
A LIST OF JOB DISCRIMINATORY PRACTICES
- PHOTO
- RACE/COLOR
- SEX
- AGE
- RELIGION
- GROUP AFFILIATION
- MOTHER TONGUE (LANGUAGE)
- HANDWRITTEN COVER LETTER
- NATIONAL ORIGIN
- DISABILITY
- HARASSMENT
- SEXUAL HARASSMENT
- GENETIC INFORMATION
- RETALIATION
- EQUAL COMPENSATION
Any job advertisement requesting any of the above without a rational justification shows that the advertising company practices JOB DISCRIMINATION AND UNFAIRNESS. To select applicants by using any of the above in employment decisions is job discrimination.
Employment Fairness costs nothing; it simply means being aware of the current trend of society and being flexible to meet societal needs, especially, public opinion, and a joint cooperation between business, government, and society.
We acknowledge the facts that there are not only rational justifications for selecting certain special employees for job-tasks, but the general policy of a nation should reflect EEO for its inhabitants.
Some qualifications:
Mother tongue does not matter, but a good knowledge of the language (with or without accent) should be a criterion for employment
Race and Nationality – if there are two people with the same qualification on the job, the local one should be preferred (the one who grew up nearby, because if there is total equality between a local and a one from abroad, the local will be forced to go abroad). Once the one from abroad lives nearby, he should have equal opportunities, because he has become a local in the mean while.
In certain cases, corrective actions are necessary in order to bring about a balance work force. This might supercede if it attempts to correct past employment discrimination.
With respect to searching for international employees, a local employer is obligated to find a local resident with
reasonable qualifications to fill that position. If nobody could be found, an international search is justified. All this does not imply that an employer has to make a job requirements unreasonable. Job descriptions and specifications should match skills and qualifications that are normally available in the country where the position is offered.