Reference no: EM133345396

Case Study: After completing a first interview - held virtually over Zoom - for a Personal Support Worker (PSW) role, Adele was required to complete a pre-employment medical examination. The examination was to be conducted by a family doctor who could provide written confirmation that Adele can meet the physical requirements of the job, which were detailed in a form provided by the employer. Adele's experience in the first interview was very positive. She held a great deal of healthcare experience that set her up to be a great performer in the PSW role. Furthermore, her past job involved similar physical requirements, making her cognizant of what to expect in this new role and that she is capable. That was further validated by the two interviewers - both were nurses by training - who provided her with promising feedback at the end of the first interview. They indicated that once she completes the medical examination, they will hold a final in-person meeting with her to review the document and start working towards finalizing an offer. Adele's doctor provided the required documentation, confirming her capability to meet all physical requirements. In their final and in-person meeting with Adele, one interviewer noticed that the three fingers in the middle of her left hand were shorter than those on the right one. The interviewer shared her observation with the other interviewer after Adele left and the two discussed Adele's disability in relation to the physical requirements of the job. Their concern was surrounding Adele's ability to cope with the gripping required to lift patients and ended up deciding not to extend her an employment offer.

Questions:

a) Did the interviewer have reasonable grounds to believe that Adele could not do the job? Why/Why not

b) On what basis do you suspect the interviewers assessed and rationalized that Adele could not meet a bona fide job requirement?

c) What do you think the interviewers should have decided? What are your reasons?