~ ReNcH ~ said:
Where does the line lie between anti-discrimination and EEO when it comes to recruitment? For instance, suppose a female is the best candidate for a managerial position but the HR manager gives the place to a less experienced male, is this a breach of both anti-discrimination and EEO legislation or just EEO legislation?
It depends. If the female was recruited under government policies of Affirmitive Action, then no, it does not infringe upon ANY sort of legislation.
EEO policies are only in place so that ALL candidates are acknowledged and have had their fair share of interviewing/analysing. I don't believe EEO is very effective if the employer simply says that the female was "not the person they were looking for because we believe her personality does not fit well with the workplace culture".....EEO is very easy to avoid...
Affirmitive Action though, usually points out the required number of disadvantaged peoples that MUST be employed.
I hope i got the above right. its been a long time since hsc.
