Assessing Rainbow Airlines’ Employment Policy: Potential Violations of Federal Law .Rainbow Airlines, a new air carrier headquartered in Chicago with routes from Rome to Canberra, extensively studied the psychology of passengers and determined that more than 93 percent of its passengers felt most comfortable with female flight attendants between the ages of twenty-one and thirty-four.

QUESTION

Assignment:
Respond to Chapter 16.5 Exercise 1.
Rainbow Airlines, a new air carrier headquartered in Chicago with routes from Rome to Canberra, extensively studied the psychology of passengers and determined that more than 93 percent of its passengers felt most comfortable with female flight attendants between the ages of twenty-one and thirty-four. To increase its profitability, the company issued a policy of hiring only such people for jobs in the air but opened all ground jobs to anyone who could otherwise qualify. The policy made no racial distinction, and, in fact, nearly 30 percent of the flight attendants hired were black. What violations of federal law has Rainbow committed, if any?

ANSWER

 Assessing Rainbow Airlines’ Employment Policy: Potential Violations of Federal Law

Introduction

Rainbow Airlines, a new air carrier, implemented an employment policy that prioritizes the hiring of female flight attendants between the ages of twenty-one and thirty-four, based on extensive research indicating passenger comfort preferences. While the company aimed to increase profitability, it is crucial to examine the potential violations of federal law that may arise from this policy. This essay will analyze the legality of Rainbow Airlines’ employment policy and identify any potential violations of federal laws governing employment practices.

Title VII of the Civil Rights Act of 1964

Rainbow Airlines’ policy raises concerns regarding potential violations of Title VII of the Civil Rights Act of 1964. This federal law prohibits discrimination in employment based on race, color, religion, sex, or national origin. While the policy does not explicitly discriminate based on race, it focuses on gender and age criteria, potentially excluding qualified male applicants and individuals outside the designated age range. The policy’s disproportionate hiring of black flight attendants may be seen as an attempt to avoid accusations of racial discrimination, but it does not absolve the airline from potential violations.

Discrimination Based on Sex

By exclusively hiring female flight attendants within a specific age range, Rainbow Airlines may be engaging in gender-based discrimination. Title VII prohibits employers from making employment decisions based on an individual’s sex. The policy’s focus on gender could be seen as a violation of this provision, as it excludes males from consideration for flight attendant positions based solely on their gender.

Disparate Impact

Another concern is the potential disparate impact caused by the policy. Disparate impact occurs when an employment policy, although seemingly neutral, disproportionately affects a protected group based on race, color, religion, sex, or national origin. While the policy itself does not explicitly discriminate based on these characteristics, the focus on specific gender and age criteria may result in a disproportionate impact on certain groups, particularly men and older individuals.

Business Necessity and Bona Fide Occupational Qualification

Rainbow Airlines may argue that their employment policy is justified by business necessity or a bona fide occupational qualification (BFOQ). Business necessity requires employers to demonstrate that their policy is necessary for the safe and efficient operation of their business. BFOQ allows for certain employment criteria based on protected characteristics if they are deemed essential to the job. However, the airline must prove that hiring only female flight attendants within a specific age range is essential to the job and directly related to the nature of the work.

Conclusion

Rainbow Airlines’ employment policy, which focuses on hiring female flight attendants between the ages of twenty-one and thirty-four, raises concerns about potential violations of federal laws governing employment practices. While the policy does not explicitly discriminate based on race, it may still violate Title VII of the Civil Rights Act of 1964 by discriminating based on sex and potentially causing a disparate impact on certain groups. To ensure compliance with federal laws, Rainbow Airlines should reassess its employment policy and consider alternative approaches that prioritize qualifications and skills rather than specific gender and age criteria. By doing so, the airline can foster a diverse and inclusive workforce while avoiding potential legal repercussions.