Affirmative Action
Affirmative action is a practice that is intended to promote opportunities for the “protected class” which includes minorities, woman, and people with disabilities or any disadvantaged group for that matter. With affirmative action in place people of this protected class are given an even playing field in terms of hiring, promotion, as well as compensation. Historically, affirmative action is only known to have protected African Americans and woman; however that is not the case. Affirmative action protects a variety of people and without this statute many people included in this protected class would be unfairly discriminated against. There are many reasons why affirmative action should continue to be a part of workplace such as:
• Fosters diversity.
• Educates our workforce on diversity.
• Equips employees to achieve their highest contribution to the mission.
• Challenges employees to make their maximum contribution to the mission.
• Encourages employees to offer differing views and suggestions toward achieving organizational goals.
• Respects and appreciates individual differences.
• Provides equitable treatment and opportunities.
• Creates and maintains an inclusive approach to all systems, policies, and practices (i.e., promotions, performance ratings, awards, training, assignments, and access to services).
• Facilitates culture change to support wider diversity. People who are opposed to affirmative action often argue that it gives an unfair advantage to any member of this protected class; however that is far from the case. Affirmative action programs do not give racial preferences nor create quotas. In fact affirmative action programs are flexible therefore creating a legitimate selection process in the hiring aspect of the workplace. Although not in the workplace, an example of a flexible affirmative action program was seen at Ohio State University where they adopted the 10 percent rule. This rule admits students who are in the top 10% of
• Fosters diversity.
• Educates our workforce on diversity.
• Equips employees to achieve their highest contribution to the mission.
• Challenges employees to make their maximum contribution to the mission.
• Encourages employees to offer differing views and suggestions toward achieving organizational goals.
• Respects and appreciates individual differences.
• Provides equitable treatment and opportunities.
• Creates and maintains an inclusive approach to all systems, policies, and practices (i.e., promotions, performance ratings, awards, training, assignments, and access to services).
• Facilitates culture change to support wider diversity. People who are opposed to affirmative action often argue that it gives an unfair advantage to any member of this protected class; however that is far from the case. Affirmative action programs do not give racial preferences nor create quotas. In fact affirmative action programs are flexible therefore creating a legitimate selection process in the hiring aspect of the workplace. Although not in the workplace, an example of a flexible affirmative action program was seen at Ohio State University where they adopted the 10 percent rule. This rule admits students who are in the top 10% of
Cited: Merritt, J. (2002, March 10). Wanted: A Campus That Looks Like America - Businessweek. Businessweek - Business News, Stock Market & Financial Advice. Retrieved September 4, 2012, from http://www.businessweek.com/stories/2002-03-10/wanted-a-campus-that-looks-like-america Jacobs, Roger. "Disability Discrimination, Reasonable Accommodation, and the Modified Commute." 36.4 (2011): 59-68. Print. Equal Employment Opportunity (EEO): Policy Statements. (n.d.). Census Bureau Homepage. Retrieved September 10, 2012, from http://www.census.gov/eeo/policy_statements/ Why Affirmative Action is Necessary in the Workplace Lawrence Smith James Lee Andrea Willis