The Female Factor Getting Women into Boardrooms, by Law Written by Clark Nicola - Article Example

There are a few factors that are likely to influence whether employment quotas are fair or unfair. Employment quotas based on racial, gender and status quotas are likely are unfair according to the views of most people in employment settings. However, according to a newspaper article by Nicola Clark in the New York Times, gender quotas in some countries are unfair based on people’s views. In other states, people see them as the best and fairways of promoting businesses (Clark). In my view, the mentioned quotas are unfair because they bring about the burden of compensation of disadvantaged people who seek jobs.

For example, having such quotas has an effect on the number of women hired by firms, the minorities hired or people with disabilities. The only situation where most people would agree that quotas are fair when it comes to resource allocation would be when it comes to production quotas, such as when it comes to paying employees or in business projects between partners. DiTomaso indicates that today, even for people with job experiences and the right documents, getting a job is not easy because one needs the connections of people who are hiring or a company that is hiring (Neal).

These might either be family members, friends or colleagues at work. In-group favoritisms are not only found at work or when people are looking for employment. They are also found inside schools which are known as school in-group favoritism. Other examples include nationalism in-group favoritism and city in-group favoritism. Factors such as group location, the gender and at times the race influence whether the in-group favoritism is fair or unfair.