The most important thing that I learned in this class is the four-fifths rule. Before I took this course, I thought that recruitment was relatively easy. HR only needs to select competent, highly educated and experienced candidates. But now it seems that this is not a simple thing, HR needs to consider many factors. If HR is a racist, he will deliberately not give people the same opportunities. Even unintentionally, those members of the protective group are treated significantly less than others in employment, promotion or training, and thus unintentionally harmed or excluded. Racial discrimination has always been a very serious problem in today’s society. If we do not prepare well at the beginning of the recruitment, it will cause the company incalculable loss. In fact, the 4/5 rule only involves some very simple mathematical formulas. After obtaining a candidate’s personal information, HR should use a formula to figure out how to legally hire them, so that the employment rate of the protected class is higher than four-fifths that of most groups. This simple algorithm could save companies a lot of money and protect them from lawsuits of racial discrimination. The United States of America is a multi-racial country. According to the news in recent days, racial discrimination still exists and is getting worse. It is impossible to solve the problem in the short term. Although EEO has expressly prohibited discrimination in the process of job search behavior, but it is hard to be totally fair, the company also need to work together with the enterprise culture. So as a legitimate company, what we can do is train our employees, especially HR, to eliminate prejudice against racial minorities. Such behavior is not only to protect the company, but also to contribute to the society as a whole.
