Topic 8: Employment Law Paper

Topic 8: Employment Law Paper

Topic 8 DQ 2

Equal employment opportunity (EEO) is an employment practice that prohibits employers from discriminating against job applicants and employees based on their age, race, sex, religion, or country of origin. Conversely, Affirmative Action (AA) aims to increase the opportunities of specific minority groups to give them equal access, comparable to the majority population (Furtado et al., 2021). AA seeks to actively support minority populations that have repeatedly been denied fair and equal treatment. With this regard, I disagree with the statement that EEO and AA result in organizations hiring unqualified candidates.


EEO and AA help mitigate the unconscious bias that prevails among employers when recruiting applicants. Even though organizations use employment tools to reduce bias, the existing social stereotypes against specific population groups cause unconscious bias (Ogunyemi, 2021). This affects their chances of being hired or being given equal career development opportunities to individuals from majority population groups. People from minority ethnic/racial groups have faced discrimination in schools and the professional world, as evidenced by the majority groups dominating college admissions and prestigious jobs (Ogunyemi, 2021). Perceptions exist that minority groups are incompetent despite having similar education qualifications with other individuals.

AA has enabled minority groups to be given more education opportunities, enabling them to have similar qualifications as other individuals, and thus minority populations can take similar prestigious jobs. Besides, AA has increased employment prospects for women in ‘male-dominated’ careers where they were previously discriminated against, not because they do not have the required qualifications but because of their gender (Ogunyemi, 2021). Numerous women who have been given these opportunities have outmatched men’s performance, and this demonstrates that AA does not lead to the hiring of unqualified applicants. It only reveals that the populations that were previously discriminated against can perform exceedingly well if given the opportunity (Furtado et al., 2021). Thus, EEO and AA, which seek to give individuals from minority populations equal access to job opportunities, do not in any way result in the hiring of unqualified applicants.


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Furtado, J. V., Moreira, A. C., & Mota, J. (2021). Gender Affirmative Action and Management: A Systematic Literature Review on How Diversity and Inclusion Management Affect Gender Equity in Organizations. Behavioral sciences (Basel, Switzerland)11(2), 21.

Ogunyemi, D. (2021). Defeating unconscious bias: the role of a structured, reflective, and interactive workshop. Journal of Graduate Medical Education13(2), 189-194.


This is for discussion questions. There are two discussion questions. Each discussion question must have at least 250 words and two references. Thank you.

Topic 8: Employment Law

1. Explore practices a company must follow to ensure compliance with employment law.
2. Discuss the influencing factors that shape ethical behaviors and fair treatment of employees in the workplace.

Topic 8 DQ 1

How could Christian perspectives prevent an employee from performing their required duties? As an HR representative, what legal and ethical responsibilities do you have to ensure all employees views and beliefs are being considered? Provide an example.

Topic 8 DQ 2

Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate. EEO and AA enforce quotas on organizations that must be met during the hiring process, thus hiring unqualified applicants.  Evaluate this statement. Do you agree or disagree? Explain.

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