Basing hiring decisions on the prejudices of your customer base is a sure way to land in court.
Discrimination is discrimination. Hiring managers can’t try to push off their bias onto a third party using excuses like “Our customers feel more comfortable dealing with [male or younger or white] employees.” That just won’t fly in court. The applicant’s ability to do the job is the only criterion that matters.
Title VII of the 1964 Civil Rights Act prohibits discrimination based on gender and other protected characteristics in hiring, promotions, job assignments, performance reviews and termination. The Equal Pay Act also prohibits discrimination in compensation based on gender.
Case in Point: A New York investment firm hired Marion Heinemann as one of four portfolio managers. She was the sole female in that position. The HR director shared her surprise that the company hired a woman for that spot. ...(register to read more)