Affirmative Action Paper
“Affirmative action was never meant to be permanent, and now is truly the time to move on to some other approach.” (Susan Estrich, 1952- ). The exact intent of Susan Estrich’s quote can be interpreted in various ways, but it is important that an understanding or definition of affirmative action be provided. “Affirmative action is defined as the intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion and/or underrepresentation.” (Bennett-Alexander & Hartman, 2007, p. 775). It is commonly misconceived that affirmative action applies to everyone. This is not necessarily the truth, as affirmative action regulations only apply to about twenty percent of the workforce. (Bennett-Alexander & Hartman, 2007, p. 184). Many people think the regulations for affirmative action reside in the requirements of Title VII. The fact is, Title VII does have a section that addresses this statue, however affirmative action stems from a requirement imposed by Executive Order 11246 and it amendments. In addition to Executive Order 11246, there are two other acts that have additional requirements. The Rehabilitation Act requires affirmative action plans for the recruitment of disabled candidates, and the Vietnam Era Veterans Readjustment Assistance Act of 1974 requires affirmative action plans for the purpose of employing disabled and qualified veterans who served on active duty between August 5, 1964, and May 7, 1975. President Lyndon B. Johnson issued Executive Order 11246 in 1965. The executive order is enforced by the Office of Federal Contract Compliance Programs (OFCCP) with-in the United States Department of Labor. The order prohibits federal contractors and federally-assisted construction contractors and subcontractors, who perform over $10,000.00 in Government business in a one year period from discriminating in employment decisions based on race, color, religion, sex, or national...
Please join StudyMode to read the full document