Pros And Cons Of Being Under The Suit

In Steven Greenhouse’s article “Going for the Look, but Risking Discrimination”, he expresses the experiences of a striking blonde girl and her specific encounters with employers of retail stores. She indeed is beautiful, striking, gorgeous, and absolutely perfect. Who could ever miss a chance to hire such a remarkable and flawless brand representer. In fact, many store employers are desperately in search of these types of people to help advertise themselves and their businesses. Although Marshal Cohen’s argument in his excerpt seems legitimate, it is actually flawed because having the looks can only take an individual so far.

In her arguments, Berry uses Clarks’ and Sorel’s modern advertisement to describe the more realistic descriptions of beauty standards. I found Berry’s argument quite convincing because of her example of anti-women shunning adverting. In Clarks’ ad, they promote a

Cohen is correct in that hiring for image is essential for good business. It must be effective since all businesses pursue to do so. Hiring for image leads to the increased prices of product, increased sales of products, and can give the impression of authenticity which eventually leads to what businesses want, profit. It also is an important aspect in attracting the teenager group which is a large portion of consumers; Teens are well known for wanting to have a good image due to peer pressure and to be popular at school. The claim that businesses are discriminating are unreasonable; they may only be hiring certain types of people , but that is uncontrollable in pursuing to satisfy their customers ' wants and needs. They are only trying to do what they think will generate the most profit. If most people ask themselves, they would rather choose a place with good looking people than without. However, although it is beneficial for companies, the question of whether is

Today’s jobseeker has tough competition. In our text book readings “Judging by the Cover” (657-658), Bonny Gainley begins the argument of the paper by stating that job seekers must be careful when they make personal choices that initially will affect their chances of entering the workplace. People have a need to be accepted by others just the way they are, in the same way people continue to say, “you can’t judge a book by its cover”, yet people do based solely on their personal appearances. That goes for businesses as well, “[t]he bottom line is that businesses exist to make money. Whether it seems fair or not, most employers do care about the personal appearances of the people they hire because those people represent the business to its customers”.

While it does not seem right, employers do care about our appearance. Jobs exist to make money and right now there is a tough job market. With a lot of people out there looking for jobs, employers can afford to be picky. This is not about human rights and freedom, but about free enterprise.

Valerie I agree that it is wise to have faith in God even from a business standpoint. It is often hard in today’s society though to put God first in the decision making. I remember back in 2012 when Chick-fil-A was going through a hard time because one of the chief operating officers (Dan Cathy) made a remark about opposing same-sex marriage. He has his right to state an opinion but having friends that are lesbian and gay I had to side with my friends. The remarks seemed to come from a place of hate and he offended so many people by his statement. I do believe that Christians should not hide their beliefs but sometimes in a business setting one person who states an opinion could wreck the business and ultimately leave a Christian owned company

Firstly, as human being we are more attractive based on how a person looks. Anchorman and women are being judge daily based on how they look and how will they perform

Although many companies set dress codes, proper training should take place explaining the need for possible exceptions due to necessary accommodations, especially for management (Durant, 2017). While a grooming policy is instituted for various reasons, such as safety, professional image, as well as avoidance of inappropriate employee choices, modifications must be considered for religious beliefs or disability needs unless that accommodation puts undue hardship on the company (Bernardin & Russell, 2013). Loss of customers due to their concern over the appearance of an employee is not considered a hardship. In fact, the Court in EEOC v. Abercrombie reiterated that Title VII requires that “favored treatment”, not just neutrality” should prevail when a religious belief clashes with the employer dress and grooming policies (King, 2016). Likewise, an employer’s perception that customers may have a problem with a certain look, is not a valid reason that a person is not hired. In most cases, if the company reasonably should have known that a particular part of an applicant’s appearance is due to a religious belief, even if the applicant does not address the issue, the company is still held to the standard of accommodation. One possible exception to that “should have known” rule may be if the

“The inability to envision a certain kind of person doing a certain kind of thing because you've never seen someone who looks like him do it before is not just a vice. It's a luxury. What begins as a failure of the imagination ends as a market inefficiency: when you rule out an entire class of people from doing a job simply by their appearance, you are less likely to find the best person for the job.” (p.115). Although this quote is significant in both baseball and economics, it can also be incorporated into life.

An article written by Nathalie Schmidt, a PhD candidate in political theory at Columbia University outlines that points that are made about the issue of religious freedom in hiring empoloyees, especially in religious institutions or companies. The article was extremely biased, leaning to the side of believing that sexual orientation should not be grounds for being fired. This opinion was the main idea of the article and the article went over various points and reasons for believing this, also taking some points from the other side into consideration.

Job markets often look for an ideal candidate. Many wish to hire workers who would appeal to the other workers including the clientele and consuming industry. Unfortunately it might be seen as

Along with people who look good wearing the clothes, companies also want people who will bring the look even farther. These companies want the people they hire to expand the image that the consumers see. They can do this by the person alone. It could be their skin tone or their bone structure, but the brands want

Wolf discusses the effect that these standards are having on women in the workplace. A woman’s beauty, or lack of it, can be used against her. In 1986, Mechelle Vinson lost a sexual harassment case. “Vinson was young and ‘beautiful’ and carefully dressed. The district court ruled that her appearance counted against her.” (Wolf 38) “In Hopkins v. Price-Waterhouse, Ms. Hopkins was denied a partnership because she needed to learn to ‘walk more femininely, talk more femininely, dress more femininely,’ and ‘wear makeup’.” She brought in more business than any other employee. (Wolf 39)

Just like that, when you meet a human being, the very first thing that you notice is the way he looks. It's very natural, nothing wrong about that. More often than not, a person's talent is ignored just because he/she happens to look .. well, plain. Be it in the professional or the personal life, a man / woman needs to have a good personality to climb that ladder of success.

Overall people perceived as beautiful have more job opportunities as well as a higher chance for advancement in their carriers. A study was conducted by the University of North Carolina at Pembroke on the topic of the relationship between attractiveness of professors and the perceived quality of their teaching. What the study found out was a strong relationship between the two – “results indicated that as hotness ratings increased, so did ratings on overall quality, clarity, and helpfulness. Additionally, further analysis indicated that the greater the percentage of hotness ratings to overall ratings, the more likely that students rated the professors favorably.” Moreover research shows that attractive people perform better when interviewed. An interesting fact is