Survey Paper
Research and Evaluation I

Survey Paper
This is the problem statement that is being addressed. Why do employers insist on specifying ethnic background to non Hispanic? The survey will ask questions that normally one cannot ask the employer or the interviewer. The problem is that there has been a trend with applications to single out Hispanic/Latino ethnicity.
There was a time where the employer would voluntary provide the option to answer the ethnicity background but now it is nearly impossible to find an application that does not state the several ethnic choices to set parameters of the words of “Non-Hispanic” to be checked of such as White (Non-Hispanic) Native American (Non-Hispanic) African American (Non-Hispanic) Asian (Non-Hispanic) Other (Non-Hispanic) Hispanic (Anyone who's ethnic background stems from any of the Latin American, Central American, or South American Countries, Or who's parents share this ethnicity.).
This research addresses a concern of why do most employers find it important to whether request the information if one is either of Hispanic background? Employers indicate the information is voluntary and is not to be taken into consideration during a hiring process but through experience it is found otherwise.
For example the Internet online application provided by the employer requests that the question of identifying one’s ethnicity will be a voluntary option but then if one does not check the appropriate box indicating at the end of the application the application cannot be submitted. The application is returned to a section highlighted in red with an asterisk informing one that the ethnicity question needs to be checked off in order for the application to be completed and submitted to the employer. Then once one has check the appropriate box the submission is able to be submitted.
After researching about the ethnicity background questions the information was directed to the OFCCP laws (Office of Federal Contract Compliance Programs). Which state the benefit of job seekers and wage earners are to be enforced on the contractual promise of affirmative action and nondiscrimination obligation of contractors and subcontractors: Evaluation of Recruitment and Placement Results Under Section 503- Proposed Rule Stage (,2011).
The consideration is high because it implies directly to only Hispanic/Latino and not other ethnicity is addressed so highly on the employer’s application. It is rare to find other ethnicity so stated on an application for a background check as the Hispanic/Latino culture.
The survey does not only address the application of the employer but it also addresses any concern in regards to promotions advancement within a company or organization.
There are many factors to consider when developing a survey that would pertain to doing the right thing from the wrong conduct. The right consideration would be to make the right decision and consider people’s ethical perspective on matters that would be on the survey. Implications are not necessary facts but generally people accept them as the truth. For example discriminating a group of people like stereo-typing them is a source of implication.
This is the reason one must use ethical consideration when evaluating a survey within a community that has a diverse ethnicity especially in the United States.
According to (2011) “The Department of Labor is the one that sets the list of races/ethnicities to choose from and yes, those have changed in recent years” (p.).

Reference
(2011, July). Office of Federal Contract Compliance Programs . affirmative action , ().