Civil Rights Act Of 1964: The Ethical Use Of Social Media

Social media has changed the lives, of almost everyone that owns any computing or mobile technology today. It began in the 1980s, almost a decade before the internet. When Americans were using dial-up home computers. Many people do not realize that AOL founded social media idea and platform; the instant messenger chat room. This was the first public chatroom created that allowed people to sign-on and communicate online with each other. All a person needed was an AOL email address, AOL dial-up software, and computer with a modem. Then, a few years before the internet; Yahoo and MSN messenger chat rooms were born. These chat rooms had more to offer than AOL’s because people could communicate with those who had other email addresses including

For example, if the human resource department decides to pre-screen candidates’ social media profiles without consent, and gains information to hire someone based on skills unrelated to the job is unethical by the utilitarian approach (Zhang, 2014, p.74). This could lead to discrimination issues, which is under Title VII of the Civil Rights Act of 1964: color/race, disability, ethnicity, national origin, religion, sex, etc. The EEOC prohibits employers from asking anything not related to the job that could affect the decision making. Because privacy is an issue and there no specific laws on social media screening, the company needs to set ethical guidelines and policies. Otherwise, it can increase the chance, of legal actions taken against it. For example, when an applicant or current employee feels that their privacy was violated because the company screened their social media page without their consent. They could file lawsuit for invasion of privacy and under HIPPA, Electronic Communication Privacy Act, and the Stored Communication Act the court would rule in their

These conflicts get detected, when comparing an applicant’s resume and cover letter information to their social media profile. Likewise, another important part is comparing an employee’s personality profile or past projects. This will give an idea to their experience and what skills they have (Jeske & Shultz, 2016).

I already knew that ethics were an essential key to the success, of an organization’s sustainability and success. However, I was unaware how it would impact human resources in their use, of social media screening. However, it is now apparent that it needs to include policies and guidelines, especially when it comes to using social media screening as a part, of its e-recruiting process. This can prevent legal issues dealing with online-privacy that could affect the company’s image, and its recruiting program.

Overall, ethics are key today now that human resources use social media as a part, of the employment pre-screening process. Without guideline or policies to govern the ethics in the matter, then issues like discrimination and violation of privacy will continue. In fact, privacy is the most common because most people believe their consent is required, before any screening is allowed. However, employers believe and most others claim that since social media profiles are public; consent is not necessary. It would reduce those legal, online-privacy