TABLE OF CONTENTS

1.0 INTRODUCTION............................................................................................................. 1

2.0 UNDERSTANDING THE ISSUES ................................................................................... 2

2.1 TNB ALLEGEDLY REVOKES JOB OFFER TO ‘OBESE’ WOMAN .............................. 2

2.2 SHORTAGE OF MICROSOFT PROFESSIONALS ...................................................... 3

3.0 PERSONAL REFLECTION ............................................................................................. 4

4.0 IMPLICATION TO THE ORGANIZATION ........................................................................ 5

5.0 CONCLUSION ................................................................................................................ 6

6.0 REFERENCES ............................................................................................................... 7

1.0 INTRODUCTION

In the dynamic work market of today, two critical topics have developed, shining
light on common challenges and potential solutions within the workforce. The first
concerns charges of discrimination against an applicant by Tenaga Nasional Berhad
(TNB) based on her body mass index (BMI), which has sparked debate about fair
hiring procedures. These issues underscore the importance of equitable employment
practices and the need for innovative solutions to bridge talent gaps in an increasingly
competitive market.

The case involving TNB's purported discriminatory practices underscores the

continuous struggle against discriminatory hiring practices. The decision of rejected
a job offer based on BMI raises questions about the fairness and diversity of recruiting
practices. Despite the company's claim that BMI was not the only factor for the
rejection, the incident emphasizes the need of clear and transparent recruiting
standards. Moreover, the lack of anti-discrimination measures in Malaysia's
employment legislation highlights the difficulties experienced by persons seeking
protection from discriminatory actions.

Furthermore, the scarcity of competent Microsoft cloud experts poses a significant

obstacle for firms looking to harness technology for development and innovation. The
concentration of talent in certain geographic locations makes it more difficult for
enterprises to operate outside of these hubs. However, the emergence of remote
work provides a feasible answer to this problem. Organizations may tap into a global
talent pool by adopting remote work arrangements and investing in digital
infrastructure, overcoming geographical constraints, and diversifying their workforce.

Therefore, the junction of these two concerns highlights the significance of

establishing inclusive and adaptive organizations. Organizations must encourage
justice, diversity, and innovation in all aspects of their operations, from combating
hiring discrimination to embracing remote work as a solution to talent shortages.
Businesses may negotiate today's labor difficulties while preparing themselves for
long-term success in a fast-changing global market by advocating equitable
employment practices and taking advantage of remote work options.

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2.0 UNDERSTANDING THE ISSUES
2.1 TNB ALLEGEDLY REVOKES JOB OFFER TO ‘OBESE’ WOMAN

The controversial issue of body weight discrimination in the workplace is

brought to light by the story of TNB purportedly rejecting a job offer to a lady who was
considered "obese." The candidate, a 27-year-old woman, was turned down for an
executive post because, during a required medical check, her body mass index (BMI)
was higher than TNB's stated criteria. The woman stated she was still considered for
the post before the medical report, even though her BMI of 38 is obese according to
the World Health Organization (WHO). This event highlights the conflict between
people's professional competence and arbitrary standards of physical attractiveness.
The woman's protest discrimination is in line with larger social demands for equitable
treatment and job possibilities.

Moreover, TNB's response to the allegations adds complexity to the situation.

Although the corporation disputes any BMI-based discrimination and cites hidden
reasons for rejecting applications, inconsistent messaging casts doubt on the
openness of their recruiting procedures. The fact that just a small percentage of
candidates got offer letters and the lack of clarity in the selection procedures call into
question the necessity of more precise regulations to stop discriminatory acts. This
incident emphasizes the significance of creating inclusive workplaces where have and
qualifications take precedence over external features and serves as a moving
illustration of the difficulties faced by people who are unfairly scrutinized based only on
their physical attributes.

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2.2 SHORTAGE OF MICROSOFT PROFESSIONALS

The shortage of experienced Microsoft cloud workers is a significant obstacle

for businesses looking to use cloud technology to encourage development and
innovation. With the increasing demand for cloud-based solutions across sectors, a
shortage of trained people specializing in Microsoft cloud technologies impedes the
successful implementation of digital transformation programs. The concentration of
such specialists in major tech hubs such as San Jose, New York City, and Seattle
makes it even more difficult for businesses in other areas to retain expertise as pay
rise. As a result, businesses outside of these centres struggle to attract and retain top
people, restricting their capacity to fully leverage Microsoft cloud services. As a result,
businesses outside of these centres struggle to attract and retain top people,
restricting their capacity to fully leverage Microsoft cloud services.

However, amidst this challenge lies a viable solution embracing remote work.
The paradigm shifts toward remote work, propelled by advances in collaboration
software and internet connectivity, provides an opportunity for businesses to
transcend geographical barriers and access a worldwide talent pool. Organizations
can expand their talent search beyond traditional limits by offering remote work
opportunities, giving them access to a varied pool of qualified workers regardless of
where they live. Furthermore, adopting remote work improves the organization's
capacity to recruit top talent while also cultivating a culture of flexibility and inclusion,
which contributes to employee happiness and retention. To capitalize on this trend,
businesses are encouraged to invest in the digital infrastructure and cultural changes
required to effectively support remote work, opening new opportunities for hiring top-
tier Microsoft cloud professionals and driving organizational success in an
increasingly competitive landscape.

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3.0 PERSONAL REFLECTION

Reflecting on the TNB's alleged revocation of a job offer to an 'obese' woman,

I am genuinely concerned about the risk of occupational discrimination based on
physical characteristics. It's sad to see people denied chances just because of their
appearance, rather than their skills and qualifications. This encounter has made me
more conscious of the widespread nature of prejudice and the significance of
campaigning for justice and equality in all parts of life. It has personally strengthened
my resolve to treat every person with decency and respect, regardless of their
physical attributes.

In the same way, the shortage of Microsoft specialists underscores the

difficulties companies encounter in obtaining essential personnel. As someone who
appreciates advancement and innovation, I find it worrying how talent shortage
affects corporate growth and creativity. The issue has emphasized the significance of
adopting proactive steps to address talent shortages and build a more inclusive
workforce in which individuals of all backgrounds have equal opportunities to engage
and succeed. Personally, it has inspired me to consider the larger ramifications of
talent shortages in critical areas, as well as the need of encouraging workplace
diversity and inclusiveness.

In considering on my own development and self-awareness because of these

encounters, I acknowledge the need of consistently challenging biases and
prejudices that may exist within me and in society. These problems have prompted
me to reflect and have broadened my comprehension of the complexities present in
the job. Moving forward, I hope to take steps to encourage justice, equality, and
inclusion in all parts of my life, as well as advocate for good change in my community
and beyond.

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4.0 IMPLICATION TO THE ORGANIZATION

The issues highlighted in the previous sections, including the TNB's alleged
revocation of a job offer based on the applicant's body size and the shortage of
Microsoft professionals, carry significant implications for organizations across various
sectors. Firstly, discriminatory incidents, like the purported acts of TNB, have the
potential to damage a business's image and reduce confidence among interested
parties. In addition to lowering staff morale and engagement, discriminatory actions
run the danger of legal repercussions and possible harm to a company's reputation.
As a result, organizations must prioritize diversity, equality, and inclusion programs to
promote a culture of respect and justice, assuring equitable opportunity for all
employees, regardless of origin or physical appearance.

Furthermore, the shortage of experienced individuals, particularly in important

industries such as Microsoft cloud computing, presents hurdles for organizations
looking to innovate and remain competitive in the digital age. Talent shortage can
impede organizational growth, restrict the execution of strategic objectives, and limit
the capacity to capitalize on new possibilities. To overcome this issue, organizations
must use proactive talent acquisition tactics, such as investing in training and
development programs, forming relationships with educational institutions, and
adopting remote work to tap into a larger talent pool. Organizations may limit the
effect of talent shortages by emphasizing talent management and workforce
planning, resulting in a resilient and flexible workforce capable of delivering long-term
success.

Furthermore, the lessons learned from personal reflection highlight the

significance of integrating company ideals with ethical principles and social
responsibility. Organizations must understand their responsibility in fostering diversity
and combatting prejudice in the workplace and throughout society. Organizations
may increase employee engagement, inspire creativity, and attract top talent by
cultivating an environment of empathy, respect, and diversity. Finally, the implications
for businesses go beyond simply complying with regulations to include larger ethical
issues and the promotion of social justice and equality.

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5.0 CONCLUSION

Reflecting on these topics has increased my awareness of the workforce's

complexities and emphasized the need for organizations prioritizing diversity and
inclusion programs. Discriminatory practices, such as those described in the TNB
incident, not only affect people, but also destroy businesses' reputations and impair
their ability to recruit and retain top personnel. Furthermore, the shortage of Microsoft
workers emphasizes the need of proactive personnel management techniques in
ensuring organizations have access to the skills required to prosper in the digital era.

Moving forward, companies must take specific efforts to address these

difficulties. This includes implementing policies and procedures that encourage
diversity and inclusion, investing in training and development programs to cultivate
talent internally, and accepting remote work to get access to a larger pool of qualified
workers. As a result, so, organizations can build a more inclusive, resilient, and
competitive workforce capable of delivering long-term success in an ever-changing
business environment.

In conclusion, the insights gathered through this reflective analysis highlight the
importance of establishing welcoming workplaces and efficiently tackling skills
shortages. Prioritizing diversity, equity, and inclusion allows organizations to not only
offset the consequences of discrimination and talent scarcity, but also build an
innovative and outstanding culture that benefits both employees and organizations.

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6.0 REFERENCES

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CodeBlue. CodeBlue. https://codeblue.galencentre.org/2019/07/12/tnb-
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Leighton, D. (2022, March 21). Hiring Microsoft Professionals: 5 Problems (and

Solutions) | Revolent. Revolent. https://www.revolentgroup.com/blog/hiring-
microsoft-cloud-talent-challenges-and-solutions/

Wong, E. (2020, November 16). Common Problems in the Recruitment and Selection
Process (& How To Solve Them). Adaface; Adaface.
https://www.adaface.com/blog/problems-in-recruitment-and-selection-process/

Moreira, T. (2023, June 20). The challenges faced in the recruitment and selection
process - PTC Group. PTC Group - Engineering Experts.
https://ptcgroup.global/the-challenges-faced-in-the-recruitment-and-selection-
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Hired!” Frontiers in Psychology, 7. https://doi.org/10.3389/fpsyg.2016.00647

Campbell, D. D., Green, M., Davies, N., Evangelia Demou, Ward, J., Howe, L. D.,
Harrison, S., Johnston, K. J. A., Strawbridge, R. J., Popham, F., Smith, D. J.,
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Wang, C., Hunger, J. M., Liao, J., Figueroa, D., Lopez, A., & A. Janet Tomiyama.
(2024). Examining the effect of weight‐related recruitment information on
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