Analysis of Affirmative Action, Recruitment, and Age Discrimination

This essay explores three key areas: affirmative action, recruitment strategies, and age discrimination. It begins by defining affirmative action and its role in ensuring equal employment opportunities, including an analysis of how companies assess workforce composition and address underutilization of minorities and women. The essay then examines the importance of effective recruitment strategies by analyzing the recruitment sections of competitor websites and offering suggestions for improvement. Finally, it presents a case study involving Gus Tavus, who alleges age discrimination in a promotion decision. The analysis includes arguments in favor of Gus's disparate treatment claim, as well as a response from the company (WDE) defending its actions. The essay provides a detailed examination of evidence, arguments, and counterarguments related to age discrimination in the workplace, highlighting the importance of fair employment practices and adherence to legal standards.

Essay Questions
Question 1
Affirmative action
The affirmative action is defined as the Governmental policy regarding minorities in society
programs contain an analytic part which incorporates various quantitative examinations, which
are intended to assess the piece of the workforce of the temporary worker as well as contrast it
with the arrangement of the applicable work pools.
Affirmative Action Plan
It is an administration instrument intended to guarantee rise to business opportunity. The focal
preface showcases the governmental policy with regard to minorities in society the temporary
worker's workforce will for the most part mirror the cultural, as well as racial outline of the work
from which the contractual worker enlists as well as chooses. The governmental policy regarding
minorities in society programs additionally incorporate activity situated projects. On the off
chance that ladies and minorities are not being utilized at a rate not out of the ordinary given
their accessibility in the important work pool, the temporary worker's governmental policy
regarding minorities in society program incorporates particular viable advances intended to
address this underutilization.

The programs for affirmative action plan likewise incorporate inner evaluating as well as
detailing frameworks for the methods of measuring the temporary worker's advancement towards
accomplishing the workforce that would be normal without separation.
An Affirmative Action program likewise guarantees break even with business opportunity by
regulating the temporary worker's sense of duty regarding fairness in each part of the work
procedure. In this way, as a feature of its Affirmative Action program, a temporary worker
screens and analyzes its business choices and pay frameworks to assess the effect of those
frameworks on ladies and minorities.
Question 2
Answer
The goal here is to write my suggestions regarding improvement of the recruitment section of
our company. “Dear Sir, It has recently come to my notice looking at our company’s website that
our company does not highlight the fact that we want to be best grocery store in the market. The
design of all three competitor website i.e. Nugget Markets, Wegmens Food market and whole
foods market that I have studied are having more dynamic and responsive design. It has been
built on the latest technology, which has decreased their loading time to few seconds in
comparison to ours which takes lots of time. I have deeply analyzed each of these websites
career section, how anyone can apply to these companies through their website.

Nugget Market: They are considered one of the Fortune 100 best companies to work in 2017,
their application process is simple, as user can register themselves by searching for the job near
their house of residence, where as returning applicants can easily login to apply for the position
available.
Wegmans Market: It is also considered as best company to work in along with Nugget Market,
they also have for the user to apply according to their skills and knowledge. They also provided
option to match jobs to user linkedln profile, which helps the company in getting the right
candidate for the position available due to high credibility source.
Whole Foods Market: They showcase the potential hires how they fit into the role as well as
display mechanism which is easy for the candidate to apply. They showcase their features such
as what is life at Whole Foods Market, their values, features details on benefits, perks along with
work life balance.
Question 3
On behave of Gus, I am composing the benefit document for grumbling of segregation in light of
facts put in the case given. Amid company rearrangement of its structure he was deliberately
declined an advancement in view of his age. He has worked at company as Manager at different
center of WDE company. As a manager, Gus precisely responded to VP of Regional Claims who
thus straightforwardly answered to the Senior VP of Corporate Claims. In the rearrangement of

company each territorial office was wiped out, therefore dispensing with Gus' movement. The
company was additionally including new Corporate Claims Specialist positions, with higher
learning as well as ability with necessities Corporate Claims Specialist position that had been
required by company. Gus applied on the positions after being asked by Senior VP of corporate
claims. All regional center manager, were not decided for the advancement along with frequent
diverse applicants. All regional center managers are beyond forty years old, in addition to the
portion of alternate applicants that were circumvent. By trusting this, it was considered as the
exclusive treatment by the company for their Loyal employees like Gus. The Senior VP of
Corporate Claims claimed that Gus was not advanced in light of the fact that the hopefuls that
were picked were better qualified on the grounds that Gus did not have the suitable specialized as
well as relational abilities required for the new position of corporate claims specialist. The
engaging procedure was controlled by the Senior VP of Corporate Claims and the Manager for
corporate claims alone without contribution from Gus' instant superintendent. There was no
formal set of working responsibilities for the new Corporate Claims Specialist work, along these
lines there is no denying fact that Gus is very much qualified than any other applicant. All things
are being considered equal, if there has been a formal expected set of responsibilities work force
documents for Gus' along with past execution evaluations. The other candidates that were picked
in a meeting with the Senior VP of Corporate Claims as well as the Manager of Corporate
Claims where they considered a rundown of candidates that were intrigued. Faculty documents
as well as execution evaluations were just mulled over after the choice was ensured that there
was no disconfirming data about the applicants getting picked. Without taking a glimpse at Gus'
documents as well as examinations it can't be chosen that the applicants picked were preferred
and are better qualified over Gus since his records were not looked at, not to mention considered

by any means are lower then any other candidate. Over the majority of this vexing data, it has
been pointed out that Gus' immediate superintendent was not made mindful of Gus' thought for
the activity at all, as well as he was stunned when Gus was not advanced. The superintendent
furthermore expressed that there Gus would fit the bill for the activity position more than
anybody else. Mulling over these certainties alongside the issue that all Corporate claim
specialist positions were filled by people under forty years old, I accept without question this is a
by all appearances instance of dissimilar treatment.
For applications answers
1. Age Discrimination in a Promotion?
Contentions in Favor of Gus Tavus' Disparate Treatment Claim
The value of Gus' claim of dissimilar treatment in view of his age shall be founded on exhibiting
an "at first sight case" comprising of proof supporting the nearness of all the conditions:
1. He had place with a secured class.
Evidence Supported
He was 52 years of age. As given, he is considered as the individual from an ensured class in
light of the fact that he is more than 40 years of age.
2. The man connected for, as well as has met all requirements for, a vocation the business
was trying to fill.
Evidence Supported

 Gus' manager, the Vice President Regional Center, expressed that Gus was unmistakably
met all requirements for the activity of Claim Corporate Specialist.
 His past execution evaluations were "better than expected."
3. The man was rejected regardless of being qualified.
Evidence Supported
 Gus did not get an offer for one of the five new CCS positions.
4. The position stayed open and the business kept on looking for candidates as qualified as
the individual rejected.
Evidence Supported
 Gus was disregarded as well as other more youthful employment competitors
distinguished by the Senior Vice president of corporate claims along with the other two
manager of corporate claims were chosen.
Other Information Which May Strengthen Gus' Case
 The Senior Vice-President along with other two Manager Corporate claim led the whole staffing
process themselves with no contribution from Gus' supervisor or HR. This raises doubt about how
"open" the procedure truly was.

 There was no set of working responsibilities for the new corporate claim specialist work. In the
event that this was the situation, how could the individual/work coordinate be surveyed?
 No interior occupation posting. Once more, this raises doubt about whether the procedure was
open or not.
 The staff records and execution evaluations of applicants (counting Gus') were not checked on in
the determination phase of the procedure. On the off chance that this was the situation, what data
was utilized for choice?
 There was no confirmation that Gus did not have what it takes expected to play out the CCS
work.
 All of alternate candidates more than 40 years of age were not chosen for the five CCS positions
either.
It is my feeling that Gus was oppressed when he was ignored for the advancement. I think he has
a solid age separation case. Above all else, Gus was obviously met all requirements for one of
the employments that were accessible. Afterward, Gus' manager was amazed that he didn't get
the advancement, which says to me that Gus more likely than not been great at the activity. His
manager additionally said straight that he was unquestionably qualified. Additionally, two of the
general population that were chosen answered to Gus, which says to me that he probably been

making a decent showing with regards to, or else he wouldn't administer anybody. Above all
else, Gus is 52, plus as indicated by ADEA, he is viewed as ensured. Nobody that got chose for
any of the positions was beyond 40 years old. The organization as a matter of fact broke their
own strategy. They didn't post the activity, which reveals to me that they were attempting to
control who was applying for the employments. It truly resembles the organization had
effectively chosen who they needed for the new positions. Regardless of the possibility that it
wasn't their sole aim, they are as yet in charge of this wrong doing to Gus.
Display a persuading answer, from the perspective of BPIC, to this unique treatment
assert.
In light of Gus Tavus' claim of divergent treatment we, WDE, prevent all charges from securing
separation in view of age. Mr. Gus was not decided for the Claim Corporate Specialist work in
light of his capabilities. Despite the fact that, this new position made not have a formal showing
with regards to portrayal we had a smart thought of what was required so as to be fruitful in that
position. Amidst redesign of our entire organization, we have been concentrating on taking care
of our vital occupations with a specific end goal to stay with the up and running. There were
many positions that were disposed of, leaving a large number of our representatives without an
occupation. We didn't post an inside activity posting since that would have brought about a
staggering measure of candidates to filter through. We just prescribed the positions to those we
felt were most fit the bill for the thought. In the wake of making a rundown of intrigued
candidates we settled upon five competitors that we accepted had the best individual/occupation

and individual/association coordinate for the new Claim Corporate Specialist positions. After
twofold watching that these competitors didn't include any disconfirming data inside their
records they were decided for the advancement. There is no sign of age inclination now, nor was
there ever sign of age predisposition in past execution examinations. Gus' supervisor was not
counseled in light of the fact that we were endeavoring to maintain a strategic distance from
radiance impact of Gus' real execution. We know Gus was a decent representative and that in his
past position his execution was constantly better than expected for that specific employment. All
things considered, for this new position of Claim Corporate Specialist we found the execution
and capabilities of different representatives a superior match for this position. We are profoundly
sad for the disposal of Gus' position. To a great degree, it is very hard choices, which must be
made and are done as such inside the lawful limits of staffing hones.