{"id":392,"date":"2015-03-17T13:39:28","date_gmt":"2015-03-17T20:39:28","guid":{"rendered":"https:\/\/historeplay.com\/?p=392"},"modified":"2024-05-12T13:19:26","modified_gmt":"2024-05-12T20:19:26","slug":"latino-affirmative-action","status":"publish","type":"post","link":"https:\/\/historeplay.com\/?p=392","title":{"rendered":"Latino Affirmative Action"},"content":{"rendered":"

Latino Affirmative Action<\/p>\n

It does not matter the job description, there is an American way to circumvent the equal opportunity hiring laws to ensure hiring a fellow Latino, providing that the Human Resources representative insert within the job description that the position has a preference for an English\/Spanish speaking candidate.<\/p>\n

The best part is that the company acquires a two in one job applicant without paying for a translator or pay differential for the additional skill.\u00a0 The society can continue excluding a number of blacks that are consider trouble makers in the general workplace where a lot of Spanish speaking foreign born employees deserve the right to work.\u00a0 consequently the act of inserting the phrase that pays is fully justified, after all when blacks were in the driver seat following the passing of the civil rights act just forty years ago they had ample opportunity to hire all the blacks corporate America could handle.<\/p>\n

The following are examples taken from successful hiring job description used in the Los Angeles California region.\u00a0 a significant delivery systems of this deceptive practice is to use the government agencies that are now called work source centers.\u00a0 The job developers are so desperate to place candidates that do not care if the employer practices fair equal opportunity hiring policies or not.\u00a0 These agencies are too busy trying to justify staying in business themselves and meet placement numbers each quarter, so the mere fact that employers are wanting to keep a homogenous work full of Spanish speaking foreign born workers is inconsequential to excluding the core of American job seekers from wage opportunities.<\/p>\n

For the most part, the choice insert for a job description is “Bilingual Spanish is a Plus”<\/em> and remember to always place at the bottom of the official written announcement ‘We are an Equal Opportunity Employer’<\/p>\n

for circulation.\u00a0 You never want to tarnish the organization’s brand as a fair employer.<\/p>\n

For general openings a light approach is to use anywhere in the announcement, outside of the core requirements, to express “Bilingual English and Spanish highly encouraged.”<\/em><\/p>\n

A shoe-in for hiring foreign born workers is to recruit for Bi-lingual Spanish [or Must be Bi-lingual (Spanish)] speaking ‘Call Center Representatives.’\u00a0 After hiring the people, you can assign them to other positions as needed.<\/p>\n

The new assignments according to employment law should be a bona fide occupational qualification<\/strong> (BFOQ) and is appropriate if the nature of the job could not be done without a particular skill such as speaking Spanish.\u00a0 Even though the general language for California is English and the job announcement do not worry that the skill requirement appears discriminatory or bias against those applicants who cannot speak or write Spanish.\u00a0 That goes back to using the worksource center representatives who do care about that fact that ‘English is the common language of the people of the United States of America and the State of California.\u00a0 To preserve, protect and strengthen the English language and not to supersede any of the rights guaranteed to the people by the State\u2019s Constitution, English is the Official Language of the State of California.’<\/em><\/p>\n

All industries employ the practice of getting a full and part-time homogenous workforce, even airlines bring in passenger service agents (ticket agent) and fleet service clerks (cargo handler) by phrasing the job announcements with the fact that all candidates “Must<\/strong> be fluent in English and Spanish.”<\/em><\/p>\n

By emphasizing that candidates “Must speak English\/Spanish”<\/em> really works for Caregivers, Nannies, and Housekeepers.\u00a0 No one seems to questions if the client can only speak Spanish since there are so many foreign born people living in the Los Angeles region.<\/p>\n

AT&T outsources a lot of its work to subcontractors that eliminates the high cost of benefits and worker’s compensation, so whenever they are ramping up for Customer Service\/Sales they use the phrase “All Languages are Welcome \u2013 Bilingual is a Plus.”<\/em> \u00a0\u00a0With this line, sky’s the limit on who can be hired and excluded.<\/p>\n

A sophisticated method is to create a language portion of the job description.\u00a0 This scares off many applicants when they see language because chances are they cannot even speak English well less alone a second language.\u00a0 Place it right after the Qualifications and plug in “Language Skills: Bilingual in Spanish.”<\/em>\u00a0 You will need to make any additional comments, just alert the interviewer to the need and they will manage to include and exclude as appropriate.<\/p>\n

Another clever statement is writing “Other preferred attributes: Fluency in Spanish language highly preferred.”\u00a0 Remember to insert\u2015An Equal Opportunity Employer and the latest is to add “Reasonable Accommodations Available Upon Request.”<\/p>\n

Small businesses specializing in authentic Mexican Cuisine looking to expand can use “Minimal Requirements Bilingual\/English & Spanish without repercussions of any type.\u00a0 Society routinely expects and fully accepts this one-sided hiring practice, especially if the food is good.<\/p>\n

Proceed with caution if you are looking to employ shipping and receiving clerk using “Bilingual Spanish\/English a must.”\u00a0 <\/em>Some scrutiny may be employed for any light industrial warehouse, assembly and production skilled jobs because these are often union related positions.\u00a0 Here is where employers can be considered as crossing the discrimination line, likewise do not ask the candidate to have Reliable Transportation and Must Be Bilingual Spanish.<\/em><\/p>\n

The Food Industry in Los Angeles, CA accepts the foreign language whole heartedly and businesses seeking Bi-lingual Account Managers can open the door wide for bilingual or multilingual from Mandarin, Cantonese, Vietnamese, Korean, Taiwanese, to Spanish.\u00a0 The secret is to emphasize that the candidate “Must also be fluent in English”<\/em> with strong communication skills and presentation skills.<\/p>\n

Another job that has large reasons for hiring a Spanish speaking person is the Case Manager position.\u00a0 Throw in the qualifications for a bachelor degree in social work or related field strongly preferred, plus two years experience providing case management services and that “Bilingual English\/Spanish is required.”\u00a0 <\/em>Sometimes consider placing a section at the bottom of the announcement called “Notes\u2015Preferred Qualifications: Possess a college degree, credential, or vocational training; Experience in case management and\/or goal planning; Experience in conducting individual or group mentoring or a history of receiving mentoring services; Bilingual English\/Spanish.”\u00a0 <\/em>Additionally, excellent communication and organizational skills; strong written and interpersonal skills is a great closer.<\/p>\n

For the really large recruitments get bold and make the statement like “100 Bilingual Food Handler Positions Available.”\u00a0 Then be more specific and state “Bilingual and\/or Monolingual Spanish<\/em>” for a Burrito Manufacturing Company.<\/p>\n

Keep a staffing agency handy to do the real dirt work and place the job announcement in Spanish language with English in smaller print at the bottom, for example;<\/p>\n

Empacadoras para turno de noche<\/em><\/p>\n