I need a constructive feedback on the essay below:

My Ethical Responsibilities as an HR Professional

Ethically, I have a responsibility as an HR professional to address any suspected discrimination and to ensure it is not allowed to continue to occur in future. According to our text:

In employment, discrimination refers to any refusal to employ or to continue to employ any person, or to adversely affect any current employee, on the basis of that individuals membership in a protected group. All Canadian jurisdictions prohibit discrimination at least on the basis of race or colour, religion or creed, age, sex, marital status, and physical or mental disability. (Catano et al., p. 79)

Therefore, all plants and locations of Wilson Brothers would need to adhere to the human rights legislation of the province they are situated in.

It is likely that the new employment test being used has resulted in unintentional discrimination (or adverse effect discrimination). According to our text, adverse effect discrimination occurs in recruitment and selection when an employer, in good faith, adopts a . . . practice for sound . . . business reasons that . . . has an unintended, negative impact on members of a protected group (Catano et al., p. 83).

In addition, Canada has employment equity programs [that] are intended to promote the entry and retention of people from designated groups in Canada who have historically been disadvantaged (women, visible minorities, Aboriginal peoples, and people with disabilities) (Catano et al., p. 63). Wilson Brothers is not a federally regulated employer and therefore is not legally required have to have an employment equity program in place; however, Wilson Brothers must ensure its recruiting and selection practices are not discriminating against any protected groups based on human rights legislation.

Ethically, I would want to ensure that any employment tests used for selecting candidates at Wilson Brothers have been created by experts and have undergone thorough testing to ensure they are not biased or discriminatory. I think it is a fairly common practice for managers to have to perform HR functions (e.g., recruiting and selecting new employees) without having the proper training or education to do so. I had a similar experience to this case study many years ago when I was asked to review a critical thinking test that had been developed for selection purposes. The test had been created by people who knew what type of critical thinking skills were required for the job; however, they did not have any training or education on how to create test items. They had unintentionally created items that would be difficult to understand by a candidate whose first language was not English because they included colloquial phrases and slang.