Any assessment or selection process tends to get colored by the individual beliefs and stereotypes that come in as a part and parcel of the psyche of the people involved. Many times, this could result in the disqualification of someone’s candidature for reasons other than their capability to meet the demands and requirements of the role they had applied for. In a Global context, having the recruiters having strong prejudices against certain races, religions or foreign nationals taking jobs away is against the spirit of the EEOC’s tenets against discrimination.
To counteract this negative effect, the EEOC has put in place a set of questions which are taboo under the law in our environment which is not just multi-cultural but also multi-racial to ensure that no one faces discrimination on the basis of their race, color, religion, sex or national origin making them protected characteristics which should have absolutely no bearing on the outcome of the selection process.
The line taken by the EEOC to render certain information legally off limits is in line with the research reports of scientific inquiry, which have established that people will carry prejudices, given the differences in the various racial and ethnic groups and bringing a change about will require a lot of work which can progress only in a slow and steady manner.
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