Strategic Hiring Discrimination Cases
you will need to consider the hiring practices of Abercrombie & Fitch and Hooters. These companies have faced controversy and court cases based on the hiring and not hiring of certain employees. This is a direct reflection of each company’s strategic workforce planning process. First, search court cases relating to these two companies to gain an understanding of the court cases. Discuss the outcomes of each court case. Then, reflect if each company used the proper strategy in hiring taking into consideration discrimination. Next, identify a company in which the strategic workforce planning process helped make the company stronger. Be specific as to why you selected the company from a strategic workforce planning perspective and how the strategy has enhanced the company.
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Strategic Hiring Discrimination Cases
- Identify at least two court cases (one of each) relating to Abercrombie & Fitch and Hooters.
- Discuss the outcomes of each court case.
- Reflect on each company’s strategic workforce planning.
- Identify a company in which the strategic workforce planning process strengthened the company, giving supporting facts and rationale.
The Strategic Workforce Planning Process paper,
- must be 3 pages
- apa
- 3 sources including Must include Cascio, W. F., & Aguinis, H. (2019). Applied psychology in talent management. (8th ed.). SAGE Publications
and 2 of the below
- How to Win the Talent WarLinks to an external site..
- “Moving the Needle” with Limited ResourcesLinks to an external site..
- Using Innovation Principles To Improve DEIB OutcomesLinks to an external site..
- Leading Human Capital in the 2020s: Emerging Perspectives
1. Legal Challenges and Workforce Planning
Abercrombie & Fitch faced EEOC v. Abercrombie & Fitch Stores, Inc. (2015), where the Supreme Court ruled the company discriminated against a Muslim applicant by refusing to hire her due to her hijab. Hooters settled a lawsuit in the 1990s for gender-based hiring, agreeing to modify its hiring ads but retained female-only server roles. Both companies prioritized brand image over inclusivity, reflecting flawed strategic workforce planning lacking DEIB (Diversity, Equity, Inclusion, and Belonging) principles.
