The purpose of this report is to analyze the issue of sexual discrimination in the work place and we shall also mention an important case to highlight how sexual discrimination comes into practice in real life situations. This is an important issue which further stresses the need for fair hiring and promotion practices in the workplace.
Hiring on the Basis of Looks
Description
This research will look into the question: Do looks matter when a person applies for a job? Some important questions that this research seeks to answer are as follows:
How do looks play a role in recruitment?
If looks do play a role, is it limited to some specific industries or do we find it in majority of organizations?
Can "hiring practices" based on looks be excused in specific industries like television or are they wrong for every industry?
How much do organizations gain from employing someone with good looks?
What are the implications for employing such hiring practices,
Has there been a change in practices after hiring for looks gained media attention?
Personal Interest
During my time as a job seeker, I realized that while some firms would give everyone an equal chance, others like Abercrombie and Fitch would actually hire someone good looking over someone ordinary looking because it goes with their image. At first I thought it was just something I felt but after conducting some research, I found that many other job seekers have felt the same way and for this reason, this research project has a special meaning for me. My personal interest in this comes from my own observation which might actually become more credible after this research since I will be able to either accept or refute my anecdotal primarily research.
Potential Benefits to Colleges and Universities
The research, findings, and conclusions of my research will be very useful for students who will soon be entering the big bad corporate world. The more they know about hiring practices, the more successful they will be in their job search as they will know how to approach a particular employer and where they can point out wrong hiring practices. Secondly colleges and universities can conduct further research into this and find out if sometimes apparently wrong hiring practices are not so wrong after all or are they always wrong regardless of their motive.
Methods of Gathering Information
While I will be focusing my energies on secondary research for most time, but I feel this research will become more credible if it has some opinions, real life experiences and views of some job seekers. For this reason, I will also be speaking to about 15 -- 30 random job seekers who might have something valuable to add on the subject.
I will use the following methods for secondary and primary data collection:
Secondary Research
Print and electronic articles from reliable sources.
Primary Research
1. Fifteen interviews that we will conduct randomly. Though population will be selected randomly, the questions will be fixed and pre-designed for everyone.
The subjects for this research will basically be job seekers. For this reason, we shall employ some job seekers from monster.com forum. This is a huge job site and its forums are visited by job seekers from around the country. We will then ask them if they will be willing to become a part of the study. Those who agree will be sent a questionnaire which they will fill out and return to us. This way we will not be limiting our research to specific type of job seekers but will get a much wider view. Even though we have yet to conduct the research, there are some conclusions that I am already anticipating and they include the following:
1. Looks do play a role in hiring in some organizations
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