To hire or not to hire?

Over the past few months there has been much controversy in the retail industry with some companies coming under fire for their hiring policies.

High-street fashion brand Abercrombie & Fitch, which is set to open its store in Singapore, has stated in its hiring policy that it is only recruiting “good looking staff”. Already known for its controversial fashion designs and risqué marketing antics, the hiring policy might not come as a surprise for some. However, detractors say that this is clear discrimination on the part of the company, while the organisation has defended itself stating that it merely wants their employees to represent a brand that identifies with a younger crowd.

The Tripartite Alliance for Fair Employment Practices (TAFEP) in Singapore, which promotes fair employment practices among employers told HRM that it is following up with the organisation regarding the policy.

Luxury brand Prada was also the subject of embroilment late last year for discriminatory practices when a former employee, Rina Bovrisse, and two other employees sued Prada Japan alleging they had been unfairly discharged for not having the “Prada look.” She also alleged that Prada Japan had pressured a number of female employees to resign for being “aged”, “fat” and even “ugly”. Prada responded by counter-sueing Bovrisse and her colleagues for harming the company image. The case is still ongoing.

While the above case may be extreme it raises the notion that organisations have a right to dictate their own hiring policies. Organisations in the retail industry as well as those in hospitality and services industries hire vast numbers of employees as front-line staff and would arguably seek workers who epitomise their brand image. However, organisations should not discriminate against employees who they feel do not fulfil the brand image, say employers and experts. The TAFEP fair employment practices guidelines clearly state that employers should employ workers based on merit and skills.

“Retail brands that have run into problems with hiring discrimination or harassment normally want to speak strongly about their brands,” explained James Lee, Director of Human Resources, Crowne Plaza Changi Airport. He added that although some retailers may employ certain types of people to portray a sophisticated and luxurious image at the shop front or even a muscle-bound male to show that the brand is strong, and adventurous, “they might have become insensitive in the process, forgetting that the desired traits may actually offend some people.”

Lee went on to explain that in his organisation, which is in the hospitality industry, an applicant applying for a Guest Relations job would not be eliminated in the selection process for being “grossly overweight”. In fact, he said that the organisation required the applicant to possess certain traits such as a positive outlook and warmth, as well as the ability to anticipate needs of customers.

However, he said that the retail industry would not suffer due to these episodes. “As the old adage goes – bad publicity is also publicity [for these brands].”