posted on Jan, 10 2007 @ 03:14 PM
No case for prejudice, IMO - in vernacular terms. In literal terms, yes - the empoyer has no other choice. He MUST be prejudiced (must
'pre-judge') the applicant. He MUST be discriminatory (discriminate between all applicants using criteria available to him).
The employer has very little to go on. He knows almost nothing about the candidate - in fact, by law, is prevented from finding out much at all. The
applicant's word, a few cursory verifications of past employment and schooling, and a credit check is all an employer can do. Google the person,
interview them, and then make, admittedly, a very difficult judgement call.
The woman may be stellar. Supremely honest. Has tarnished credit through absolutely no fault of her own. As a businessman it is possible I would
STILL be taking a huge risk by hiring her over other, seemingly better qualified (i.e., clean credit et al) candidates. It has nothing to do with
race. It has everything to do with slecting the least likely to cause me future financial damage.
Is it perfect? Of course not. Fallable. Probably.
Look at it in this hypothetical: Let's say you die - your estate goes to probate. Your executor needs to hire an individual to go over through
assets and obligations, count your money, etc. etc.
Wouldn't you want to protect your family and heirs and feel a bit more comfortable if this person counting your money had an excellent credit rating
rather than take a chance on YOUR money by giving someone exclusive access that has a bunch of bad debts, unpaid obligations, a
garnishment/repossesion/tax lien or two, and so on?
I don't care if this person is black, green, red, or a whole spectrum of colors. What I would care about is TRUST and would hope that someone with a
RECORD or HISTORY of creditworthiness is getting access to my money. In that sense, yes, I guess I would be 'pre-judging' that individual. I also
submit that I would have no choice if I was looking out for the best interests of my estate, my family, my business.
Harvard is in the right. Although a compromise may have been more "humane". For example, give the woman another position she may be qualified for,
ask her to re-apply when her credit is cleaned up, or give her an opportunity to explain/convince the University to open the purse strings for her in
spite of her background.
Or - just hire someone with clean credit and move on...