What reasoning error is present in the decision not to hire David based solely on gender or ethnicity?

What reasoning error is present in the decision not to hire David based solely on gender or ethnicity?

• A. No Technique
• B. Affirmative Action
• C. Bias Confirmation
• D. Slippery Slope

Answer: (A)

The reasoning error present in the decision not to hire David based solely on gender or ethnicity is that it reflects a decision made without an appropriate evaluative technique or rationale. In instances where hiring decisions are based on such demographic characteristics rather than on qualifications, skills, or experience, it suggests a failure to apply objective criteria to the hiring process. The absence of a sound technique for evaluating candidates indicates a lack of consideration for merit and potential, which undermines the principles of fairness and equal opportunity in hiring. In contrast, affirmative action refers to policies that aim to increase opportunities for underrepresented groups and wouldn't be the reasoning error in this context. Bias confirmation involves favoring information that supports preconceived notions, but it does not directly apply to the specific decision-making process regarding hiring based solely on gender or ethnicity. Slippery slope reasoning suggests that allowing one action will lead to subsequent, often untenable outcomes, which does not directly relate to the fundamental issue of making hiring decisions based on gender or ethnicity.

The reasoning error present in the decision not to hire David based solely on gender or ethnicity is that it reflects a decision made without an appropriate evaluative technique or rationale. In instances where hiring decisions are based on such demographic characteristics rather than on qualifications, skills, or experience, it suggests a failure to apply objective criteria to the hiring process. The absence of a sound technique for evaluating candidates indicates a lack of consideration for merit and potential, which undermines the principles of fairness and equal opportunity in hiring.

In contrast, affirmative action refers to policies that aim to increase opportunities for underrepresented groups and wouldn't be the reasoning error in this context. Bias confirmation involves favoring information that supports preconceived notions, but it does not directly apply to the specific decision-making process regarding hiring based solely on gender or ethnicity. Slippery slope reasoning suggests that allowing one action will lead to subsequent, often untenable outcomes, which does not directly relate to the fundamental issue of making hiring decisions based on gender or ethnicity.