When you enter Mullanes Bar & Grill in Brooklyn, N.Y., you may not see a familiar face, but you’ll likely see a similar one.
Like the city it calls home, the Irish pub reflects diversity in every aspect, from the menu to the management. According to the owner, having the best, whether it’s beer or busboys, is the key to success.
"I hire everyone," says owner Dave Finnagan. "Whoever is most qualified – black, white, Asian, Spanish – gets the job."
Hiring people based only on their qualifications, as Finnagan’s does, is the ideal, says Nancy Boyd, deputy commissioner of the Equal Employment Opportunity Commission’s New York District, and often leads to better job performance – and fewer problems down the road.
Personal Lives are Private Lives
Discrimination based on race, gender, religion or sexual preference has no place in the workplace and must be taken seriously.
In 2006, employees filed more than 75,000 claims with the U.S. EEOC accusing employers of discriminatory business practices. Sixty-five percent of the employees said they felt they were treated unfairly because of race, gender or sexual preference. Many of the remaining allegations were from employees who felt slighted because of their religious affiliation.
To protect themselves, business owners should stick to asking applicants about their proven abilities, education, skills and experience – and avoid personal questions while interviewing and recruiting, Boyd says.
There’s No Free-Fire Zone...
Author: S. Tia Brown
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