Wednesday, May 22, 2019

Article Index


A. More Solutions Tailored to African Americans

There is no single action sufficiently adequate to solve the problem of discrimination against the unemployed. There must be several measures in place simultaneously to counter this unique and complex problem. All of the legislative and administrative remedies previously explored should be refined and implemented. However, there should be a special focus on the way this problem affects the black community. There should be more work programs and subsidized employment programs tailored specifically to minorities. Currently, the participants in these programs are limited to individuals receiving a form of government-provided unemployment compensation. However, organizations interested in promoting the welfare and progression of the black community should be eligible for government funds to create and run such programs. Such programs would be better equipped to prepare black job seekers for positions in a way that is more tailored to their individual unique needs, making it more likely that an individual would be successful in securing employment through the program. Allowing organizations to run such programs will also allow for more African Americans to be aware of the opportunity and subsequently take advantage of it. Presumably, it will increase the number of African Americans in the pool of potential workers participating companies have to select from.

B. Eliminating Incentives to Discriminate

Another approach is to attempt to eliminate some of the incentives employers have for discriminating against jobless individuals. There are several reasons offered to explain why employers exclude unemployed individuals from job opportunities. One is that because of large numbers of unemployed individuals seeking employment and the limited number of positions available, employers use long-term unemployment as a filter to easily narrow the field of viable candidates. Another reason is that employers presume that people currently employed likely have a stronger work ethic.

While these are very troubling reasons for excluding well-qualified applicants from consideration, they are valid reasons. They are valid in the sense that they make an employer's burden in the hiring process much lighter. In order to deter employers from utilizing this convenient method of hiring discrimination, there must be an incentive that significantly outweighs the convenience. The proposed legislation in its current state does not adequately achieve that goal. These laws are not likely to subject employers to any serious penalties, and they do not offer anything to counter-balance the expenditure of time, energy, and resources that goes into carefully screening large numbers of applicants.