Nepotism has always been debated upon. Business professionals like you have divided views on it. Some see it as a necessity. Some basically go against it. In fact, nepotism originates from the Italian word, “nepote”. It means “nephew”. But now, it is directly associated to practice of hiring and prioritizing applicants who are blood-relatives.
For those who are against it, nepotism is perceived as a business problem. In essence, it pushes the idea that some workers, because of their consanguinity, are treated with preference. However, for those who believe in it, nepotism should not be an issue at all. They strongly argue that future employees should not be discriminated against simply because of their blood affinity. They feel that everybody should be hired based on their skills and qualifications.
Now, if you are in the process of establishing a workers nepotism policy for your own company, here are some pointers for your reference:
- Clarify and emphasize that nepotism is permitted if there are no apparent conflict of interest. Your nepotism policy should be able to state that clearly. Stated differently, you may hire one worker only if his relation with another worker doesn’t give them the opportunity to connive or to offer each other favors. Bluntly, you may consider one worker if his relative is not one of those who are going to look after his salary increases, standard benefits, promotions, and the likes.
- Incorporate in your provision the case of workers who meet and marry while being employed in your company. Your nepotism policy should extend to them. In case of their marriage, the policy should dictate the immediate transfer of one of them to another department, in case they work or belong in the same line of work. Now, if there is no obvious conflict of interest even if they have decided to get united, keeping the status quo should not be an issue.
- Make sure your nepotism policy doesn’t discriminate a person by race, religion, or gender. For example, your nepotism policy states that a female worker should be let go once she exchanges vows with one of your male workers. That’s obviously gender discrimination. You may want to carefully phrase your policy, particularly on how employment tenures are treated upon marrying. One possibility is to excuse or let go of the worker with the shorter stay in your company. Now, whatever your policy is, make sure to write it down and implement it consistently.
Require all of your incoming employees to read and sign your company’s nepotism policy. Make it mandatory for them. You may even let them keep a personal copy. This can surely eliminate any problem or complication in the future. By letting them to read and asking them to sign, you are actually committing your future employees observe and follow your company’s nepotism policy. Don’t court trouble by bending your nepotism policy according to your whim. Lead by example. Abide by the same rules that you mandate your workers to adhere.