Balancing Diversity and Qualifications: Analyzing Abercrombie & Fitch and Hooters Hiring Practices

The Strategic Workforce Planning Process Student’s Name Institution Affiliation Course Number Instructor’s Name Date Introduction Hiring is an important aspect of the success of a company. And in most cases, companies hire based on qualifications, diversity, or as part of their strategic workforce planning process. In the business realm, companies employ a strategic workforce planning process that aligns with their corporate strategy. The Equal Employment Opportunity Commission (EEOC) advocates that employment be based on qualifications prohibiting discrimination (Stoilkovska, et al 2015). Abercrombie & Fitch is a national clothing retailer while Hooter Inc. is a food restaurant operating in the United States. This paper provides a framework that describes the hiring practices of Abercrombie & Fitch and Hooters analyzing, the strategic workforce planning process of the two companies addressing discrimination. Abercrombie & Fitch and Hooters Court cases. In June 2003, a lawsuit Gonzalez v. Abercrombie & Fitch Stores was filed against Abercrombie &Fitch for employment discrimination in the United States District Court for the Northern District of California. The case was pushed by a series of minority representatives who had applied for positions in the company but were unfairly targeted. The lawsuit alleged the violation of Title VII of the Civil Rights Act of 1964 and the California Fair Employment and Housing Act (Hirsch, 2015). The clothing retailer discriminated against Latino, Black, and Asian American applicants and