Quote:
Originally Posted by zinglebarb
What about the white man who doesnt get a job he is best suited to cuz the employer has figures to meet to make sure they dont get seen as prejudiced?
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That might possibly warrant an allegation of racial discrimination on the part of the company but, as I said earlier, there are too many factors in the process of employment recruitment which could be cited as determining factors.
Terms like "best suited" and "best qualified" are largely irrelevant in employment scenarios where interviews and interview performance are a predominant determinant in the appointment of a successful candidate.
For example, it is highly unlikely that Stephen Hawking would get a front line CS support call centre job at theoreticalphysicistsRus over an equally qualified black person who is not physically afflicted in the same way. The fact is - like it or not - that visual predeterminants and preconceptions of ability / disability go quite some way to making the end decision.
On that basis one would have to ask oneself if he was discriminated against due to his disability, his race or a preconception held by one or more of the interviewers which led to a reflection of "poor performance at interview" or "not fitting the company profile" if indeed he was "discriminated" against at all.
There are just too many factors.
Personally speaking I'm not aware of any company having been prosecuted for positive discrimination but I do know that current law and EU directives 2000/43 & 2000/78 will bring considerable changes to this field before the year end.
EDIT
Escapee, I just saw your post. With all due respect there is a difference between you "knowing" and someone "proving".
Additionally, your assertion that "
no-one else in that line of business ever bothered to ask that company about a job if they were not of Pakistani origin." is evidence of self exclusion / discrimination - not proof of discrimination on the part of the company.