The company faced the problem of mass absenteeism. Is it desirable to recruit workers from the same community?
There are a couple of issues at play here. The first would be to deduce if the problem of mass absenteeism is caused by conditions in the external community or if it is something internal. If the absences are caused by the external community, the business might be best suited if it investigated the conditions present and see if there could be any interventions or proactive steps that can be taken. If nothing can be done, relocation might be an option. If it is something internal, then the company has to address this immediately because no matter from where the pool of applicants is taken, the problem will persist. Some measures could be to enact an employee incentive program for strong attendance, as well as examining what the reason might be from workers to be absent. This could be done through personal inventory analysis or other means of examination.
This is a question with many variables and so it will be difficult to answer this question. Here are some considerations for you though. First, why is there a mass problem of absenteeism? Is it something to do with the work environment? If so, then it really does not matter where you get people, because they will probably be absent. In this case, you need to address the problems in the work place. If there is nothing wrong with the work condition, ask yourself whether the people are who are absent are from the same community. If so, then you probably do not want to hire people from that particular community. There may be other variable, but these two questions should get you started.
In general it is a bad management policy to recruit or not to recruit workers based on criteria like their community, caste, race, or religion. In many countries it is also illegal to discriminate people for employment in the basis of such consideration.
The question mentions about problem of mass customization, and suggests that the problem may be solved by some form of discrimination based on community. There is no further data provided to establish validity or otherwise of such assumptions relating the incidence of mass absenteeism to membership to a particular community.
It will be appropriate to try to find a solution to the problem of absenteeism without understanding the cause of absenteeism. There is no data available to establish such causes. However, it would be wrong to assume the source of problem being membership of a particular community, just because of high incidence of absenteeism from that community. The problem of absenteeism is generally related to low employee morale: and the low morale could be the result of insensitivity of the management towards the culture and some specific community related issues faced by the community. Usually, the problem of high absenteeism and low morale is solved by greater understanding and support for the feelings of the employee, rather than by maligning the entire community.