One of the most important roles of human resources management is in recruitment and hiring. Although the human resources department may not have the final say when it comes to which candidate is hired, human resources management professionals are often involved in recruiting qualified job candidates, reviewing candidate resumes and applications, and interviewing promising job candidates. Through these activities, the human resources department helps ensure that the company ends up with employees who are well-equipped to carry out their job duties. In the United States, human resources management professionals have to pay close attention to state and federal laws related to hiring discrimination when recruiting potential employees and participating in the hiring process. However, in some other countries, there are fewer barriers to hiring discrimination, and the laws are still in flux. There are also countries in which non-job-related personal characteristics play a significant role in the hiring and recruitment process. One such country is South Korea.

According to a story published in the Los Angeles Times in June 2017, many employers in South Korea require job candidates to submit a head shot with their resume, even if their appearance has nothing to do with their job (Stiles, 2017). Unlike in many countries, hiring discrimination based on looks is not banned in South Korea; in fact, it is commonly practiced in the majority of workplaces (Stiles, 2017). According to one survey, about 60 percent of job postings on a popular recruitment website required a photo to be submitted alongside a resume (Stiles, 2017). This has led many potential job candidates to resort to extreme measures, such as getting plastic surgery or undergoing face-altering dermatological treatments (Stiles, 2017). Candidates are also routinely asked other discriminatory questions, such as questions about the candidate’s age, gender, place of birth, religion, marital status, pregnancy status, physical appearance, and history in the military (Stiles, 2017).

In response, some South Korean lawmakers are calling for stricter laws surrounding hiring and recruitment practices. Specifically, one lawmaker introduced a bill that would impose a fine on employers who required job applicants to supply a photograph or answer questions about their physical appearance, place of birth, marital status, or previous education of family members (Stiles, 2017). However, it is important to note that the bill has faced opposition from business groups, who argue that an employee’s appearance may play a significant role in their ability to do their job successfully (Stiles, 2017).

As South Korea looks to continue its upward economic trajectory and strengthen ties with the West, it will be important for the country to adopt business practices that are consistent with standard anti-discrimination practices in countries in Europe and the United States. Ideally, lawmakers will pass the bill that has been presented to the National Assembly and truly crack down on employers who engage in discrimination during the recruitment and hiring process for jobs where appearance does not play a significant role. This can improve both workplace environments and the job market as a whole.

I appreciate your post regarding sexual harassment in Asian countries. I agree with your claim that protecting both employers and employees is an essential aspect of human resources management, and eliminating sexual harassment from the workplace is essential. Because sexual harassment has recently been in the news as the #MeToo movement has continued to gain strength, I commend your decision to address such a culturally relevant topic.

When I read your post, one of the things that surprised me most was the fact that the power differential between men and women remains high in countries where women dominate the workforce. As I have followed the news on the #MeToo movement, I have noticed that many allegations have come from women in the tech sector, where women claim that male-dominated environments create a workplace atmosphere that is conducive to sexual harassment (Kolhatkar, 2017). While some have suggested that increasing the presence of women in the tech sector will help to remedy this problem, your post about the power differential in female-dominated workplaces in Asia suggests that altering gender proportions in the workplace may not be a comprehensive solution. Even with more women working in the tech sector, it will probably be necessary to take additional steps to change the gender dynamic in the workplace of tech companies before sexual harassment is eliminated.

I also found it interesting that the authors of the article you discussed were able to approximate monetary cost of sexual harrassment in Cambodia. According to the World Bank (2017), Cambodia has recently been on an upward trajectory for economic development. Its average growth rate was 7.6% between 1994 and 2015, which was the sixth-highest in the world (World Bank, 2017). These figures are impressive, but they are also somewhat disheartening when considered in the context of your post. Without the significant loss of productivity due to sexual harassment, Cambodia could have undergone even more improvements. Indeed, despite recent economic advances, there are still about 4.5 million people in Cambodia living on the edge of poverty (World Bank, 2017). Like you, I hope that Cambodia will pass more stringent laws to prevent sexual harassment. Not only will this improve conditions for the women who are targeted, but it could also increase economic growth in a way that confers benefits to other Cambodians as well.

You conclude your post with a claim that governments in Asia and around the world need to pass legislation to ban sexual harassment and protect whistleblowers. I agree with this idea, but I question whether it will be enough to truly make a difference. In the introduction to your post, you mentioned that the United States has relatively strong laws against sexual harassment, but the #MeToo movement has revealed that workplace sexual harassment is still pervasive in many industries. Therefore, I would argue that passing legislation is a good first step toward change, but broader cultural changes regarding gender roles may be necessary to end workplace harassment for good.