...Creating an Affirmative Action Plan An affirmative action plain is a formal plan created by employers to address the disparity of minorities and women in the employer’s workforce. Affirmative action plans are also implemented by organizations to meet a requirement for doing business with the federal government. An employer may also look to implement a plan to rectify past discriminatory practices. This paper will examine several of the key factors that are needed in creating an effective affirmative action plan. Before any deficiencies can be addressed a job group analysis needs to be conducted. This analysis is used to show each job classification and if it is held by a woman or minority. The objective of the analysis is to show the availability of women and minorities for a particular category. The data retrieved from the analysis will be used by the organization to identify where the underrepresentation is occurring. The data from the analysis can be compared with census data to gain a better understanding of the area’s demographic and the organization’s workforce makeup in relationship to the area’s demographic. Once a class is identified as being underrepresented steps can be taken to fill vacancies in that classification with individuals from the protected classes. An affirmative action program is justified if an employer can show a disproportion in a job classification that has previously been segregated (Eisaguirre, 1999, p. 84). Recruiting practices must be examined...
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...down to two, leaving all the responsibilities to administrative assistant and myself. The key loss that we took was losing the legal and ethics manager whom administered all of the employee records. Since then I have not maintained employee records, including hiring records, employee classified records, and all other paperwork associated with maintaining the affirmative action plan. There was an article in the Sunday paper that has made me worried about my bad record keeping habits. Also we have just received a letter from the Office of Federal Contract Compliance Programs (OFCCP), stating that we have been selected for a full desk audit regarding our affirmative action plan. The first thing that we are going to do is perform an internal audit. The main focus for the internal audit will be our employee record keeping including information specific to our affirmative action plan. The audit is going to be designed to measure the effectiveness of the affirmative action plan, document personnel activity, identify problem areas where remedial action is needed, and to determine the degree to which FCI’s affirmative action plan goals and objectives have been obtained. ADUIT: During this audit we will be performing statistical analyses to determine the existence of adverse impact in the selection process and pay disparities and preserving personnel and employment records. Starting with reviewing personnel activities, they are going to be reviewed to ensure nondiscrimination and equal...
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...The query of whether organizations should utilize affirmative action plans to hire individuals is critical, because equal hiring practices require affirmative action plans. In this paper, I argue that within the current public perceptions or misinterpretations of affirmative action, and the question of what should be considered equal hiring policies, there is no simple answer to this controversial issue. Due to the weaknesses of the arguments against affirmative action plans, I will argue that employers should utilize affirmative action plans more often, given that it provides results in terms of higher diversity in the workplace. Before I begin, I need to define what I mean when I reference these terms. An organization will be regarded as...
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...Implementing Affirmative Action | Week 1, Assignment | HRM 240 | Affirmative action is not only a way to diversify a company, but also a way to give and equal right to all races to show the potential that the mind holds, not only the color of the skin. There are many benefits to companies who implement affirmative action as long as the right steps are taken to maintain the goal for the company, and not only to be done to give a better look to the company for the consumer’s point of view. There may be some resistance from large companies because of past attempts of other companies, or things they may be afraid will happen. Luckily, there is preventative planning that can happen in order to keep those things from happing. First, the benefits for the company can be good for their business from the outside, and a beneficial help from the inside. The steps needed in order to implement affirmative action would be to first devise a plan, and to put one main person in charge of that plan. There needs to be written commitment to the plan from the company, showing they are willing and agreeing to the commitment of affirmative action. Next, the company needs to review their current standings to all minorities and women working throughout the company in order to see where work may need to be done or where their company can be improved. It’s important to devise a plan and timeline for the affirmative action, to maintain that there are goals set for the end of the process. One of...
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...determining whether a reasonable basis exists for affirmative action is underutilization. Underutilization exists when the percentage of women and persons of color in one or more of an employers job groups is lower than the percentage of women and persons of color with the necessary skills for that type of employment. (This is when the employer self imposes an affirmative action plan in order to remedy this problem.) Challenges to the use of preferences by public employers and to court-imposed affirmative action plans often allege violations of the U.S. Constitution. In constitutional cases, courts subject the use of racial preferences in affirmative action plans to strict scrutiny - the most stringent form of judicial review of government actions. To survive a constitutional challenge to an affirmative action plan that uses racial preferences, a public employer must show that the plan serves a compelling governmental and that the measures employed are narrowly tailored. Put differently the plan must serve a very important public purpose and harm the interests of nonpreferred persons no more than absolutely necessary. In reverse discrimination cases, an employee alleges disparate treatment, believing that he passed over for an employment opportunity because an employer with an affirmative action plan considered the protected class characteristics of applicants and chose a woman or a person of color instead. Affirmative action that arises out of legal proceedings can be imposed...
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...Running head: LEVELING THE PLAYING FIELD Leveling the Playing Field Cristol Thomas BA340 Professor Shaun Manzano November 7, 2014 Abstract Affirmative action began as a government remedy to the effects of long-standing discrimination against minority groups and women. Thus, over the past 40 years, the agency has affected many different facets of life for the American people and a great deal of improvement has been accomplished. Specific examples of its impact are visible through improved employment and educational opportunities. These improvements were accomplished through policies, programs and procedures, set up to give preferential treatment to minorities and women, in job hiring, admission to institutions of higher education, the awarding of government contracts and other social benefits. Franklin D. Roosevelt’s New Deal and the Great Depression in 1961 first introduced the word affirmative action, which was a method of redressing discrimination that had persisted in spite of civil rights laws and constitutional guarantees. During that time The Great Depression had taken over the country and Franklin D. Roosevelt wanted to be the person to make a change. As president, Roosevelt did all what he claimed he would and moved the country towards a brighter future. Although all of this was good, there was still segregation and discrimination in America. But that didn’t deter him from his goal, he tried to start many programs, but they were temporary...
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...Affirmative Action In an effort to improve this organization and to provide a positive workplace environment, it is my recommendation that the Board of Directors of this company should implement and sustain an affirmative action policy to ensure equal opportunity for all employees. Such a policy should establish specific standards to prevent discrimination against any employee based on race, color, religion, sex, national origin, disability, or veteran status. This affirmative action policy should also comply with all equal opportunity laws and regulations. The underlying motive for affirmative action is the Constitutional principle of equal opportunity, which holds that all persons have the right to equal access to self-development (Encyclopedia of Small Business, 2006). Discrimination is illegal as well as immoral. The adverse treatment of an individual based on class or category goes against the belief that America is the land of opportunity. Affirmative action attempts to correct and prevent further discriminatory actions. A thorough analysis of the make-up of this organization will provide a basis with which to begin drafting an effective affirmative action policy that will ultimately ensure that the workforce of this company is diverse, adequately trained, and promoted equally. The goals of this proposed affirmative action policy is to ensure that all prospective employees that are members of a protected-class receive proportionate consideration, the pursuit of fair...
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...Affirmative Action: Is it still needed in Today’s World? Table of Contents Abstract ……………………………………………………………………………………….3 What is Affirmative Action ………………………………………………………………….. 3-4 History of Affirmative Action ………………………………………………………………...4-6 Legal History of Affirmative Action ………………………………………………………….6-8 The People for Affirmative Action ……………………………………………………………8-9 The People against Affirmative Action ……………………………………………………...10 The Benefits of Affirmative Action ………………………………………………………….10-12 The Cons of Affirmative Action ……………………………………………………………..12-14 Conclusion (My Opinion) ……………………………………………………………………14-15 References ……………………………………………………………………………………16 Abstract Affirmative action has been the topic of some debate because people wonder if it has outlived its usefulness. It is a very controversial topic. This paper will address this issue, is affirmative action still needed in today’s world? This paper will tell what affirmative action is, the history, the legal history of it, the people for it, the people against it, the benefits of affirmative action, the cons of affirmative action, and finally how I feel about affirmative action What is Affirmative Action? Affirmative action is only applied to those who have 15 or more employees, or a government contract of fifty or more employees or a contract over $50,000. The following summary describes affirmative action: Born of the civil rights movement three decades...
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...Affirmative Action Axia College of University of Phoenix Good morning, I am pleased that you all have agreed to meet with our group to discuss why we think it is important to introduce and implement affirmative action into our swiftly rising corporation. It is apparent that our company has been on the rise within the past year, as well as hired many people from various walks of life and of female gender. We believe that by implementing affirmative action into our company it will open the doors for us to do business globally with different companies. INSPIRE TECHNOLOGIES have always supported affirmative action and what it stands for, but if you ask the opinion of others on this issue they may feel that affirmative action is a form of discrimination that provides protection to minorities even if they are not qualified. But that could not be more incorrect according to (Bohlander and Snell, 2007) the policy “requires employers to analyze their workforce and develop a plan of action to correct areas of past discrimination.” We feel that if the mangers express a positive attitude, and help implement this policy to line staff it will make a more positive transition. By “establishing a voluntary affirmative action policy could possibly prevent future court ordered actions with strict quotas and time requirements to correct past discrimination (Bolander and Snell, 2007).” We are recommending the implementation of affirmative action because we believe that in doing so will require...
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...Many have argued over the years that affirmative action in schools or the workforce is necessary for the fusion and equality of our culture. In the book, Taking Sides, two different authors discuss each view of either side of the issue. Affirmative Action began as a government policy to aid in ending racial discrimination and promote equal opportunities to minorities. Both Robert Staples and Roger Clegg have a solid view of where they stand on the issue of affirmative action. Staples agrees that affirmative action is necessary to achieve racial equality. He does not believe that the United States has reached the point of being a color-blind society. Staples sees racism still being present in our modern society. Staples argues that the argument against affirmative action is only a plot to keep the white men at their privileged status at the expense of the minorities. Staples points out affirmative action is not a program used exclusively by blacks. White women are often the primary beneficiaries. Also, he recognizes that minorities, specifically blacks, are still being treated unfairly and unequally. Staples argues that there is no clear definition for Affirmative Action. It tends to be interpreted differently by many people. It has been estimated that five million people of color have gotten their jobs due to affirmative action. His stance on the issue of affirmative action is that it is the fairest way to include everyone to an equal opportunity, whether it is in the schools...
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...Affirmative Action kelton Smith MGT/434 June 20, 2014 Affirmative Action Affirmative action remains a program or policy that takes measures actively to ensure, concerns for general education, equal opportunities, parliament or government seats, and employment (United States Department of Labor, 2002). The initial policies proved intended for helping blacks began fairly, but evolved into more for every American (Bennett-Alexander & Hartman, 2012, p. 272). The author will elaborate on why organizations remain subjects to affirmative action. The author will also explain what the plans require of employers, and list in detail what happens if the goals of the affirmative action plan remain unaccomplished. The Affirmative Action Plan The requisites of laws, regulations, rules, and court cases that mandate affirmative action and nondiscrimination, which agencies must plenarily meet in particular situations present as compliance. An EEO-1 annual report is required from private organizations that house 100 or more workers and with federal contract regimes of $50,000 and 50 workers or more for federal contractors (Bennett-Alexander & Hartman, 2012, p. 242). The process helps to provide a head count of the organizations workforce in categories of job, gender, race, and ethnicity. In addition, the process will also help eliminate discriminating and treatment toward groups or persons based on sex, race, or protected classes illegally. Disparate impact and disparate treatment...
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...GENDER-BASED AFFIRMATIVE ACTION AND REVERSE GENDER BIAS: BEYOND GRATZ, PARENTS INVOLVED, AND RICCI ROSALIE BERGER LEVINSON* I. Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . II. History Behind the Affirmative Action Race/Gender Anomaly . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . III. The Circuit Split on the Race/Gender Conundrum . . . . . . . . . IV. Analogy to Race-Based Affirmative Action . . . . . . . . . . . . . . . . . A. Remedial Purpose as a Justification for Affirmative Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B. The Diversity Rationale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C. The Arguments Against Affirmative Action . . . . . . . . . . . . . V. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I. INTRODUCTION The blockbuster race discrimination cases in recent years have all involved affirmative action and reverse discrimination. The Supreme Court has made it clear that race classifications, whether benign or invidious, will trigger rigid strict scrutiny analysis, which requires that the government prove its program is narrowly tailored to serve a compelling interest. In 2003, the Court, in Gratz v. Bollinger,1 ruled that while student diversity in educational institutions may be a compelling interest, an affirmative action program that...
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...EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION IN WOMEN SPORTS March, 2007 TABLE OF CONTENTS Title Page i Table of Contents …..……………………………………………………………………2 Section I. Introduction 3 Section II. Review of Literature 4 Equal Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond providing equal...
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...Affirmative Action Policies University of Phoenix Human Resources Management HRM 240 As the Recruiting Manager for T&R Fabric Company, I have seen firsthand the need for an affirmative action that this company. I have seen department managers not hire highly qualified individual because of race, gender, color, religion and age. Those individual could have taken our company to the next level. I am asking the board of directors of this company to commitment an affirmative action policy that will make this company an equal opportunity employer, to meet and achieve the goals of this company with individual of different race, sex, religion, and age. Many of you may think that affirmative action is no longer need because we have grown to see a person for what is on the inside and not the outside, but just last week a job fair in Sumter S.C. I saw several managers throw away resumes of individual that were Hispanics. I believe that if we put an affirmative action policy in to place, these kind of thing will no long happen. As long we comply with the anti-discrimination provisions of the State and Federal laws and together to come up with a list of regulations that will be beneficial for everyone, this company will grow to become one of the top employers in the state. T&R Fabric Company should do the following to being implementing an affirmative action policy (1) Survey past and present minority and female employee of all different work level to see if they believe that...
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...Ethics and affirmative action: Is affirmative action still an ethical policy. Dennis Wagner Concordia University May 2011 Ethics and Affirmative Action Since its inception 50 years ago, affirmative action has been a topic that more divides people than unites them. Affirmative action was originally conceived as a way to right the injustices that had been foisted upon minorities for over 200 years. What started as a simple idea is still debated and litigated to this day. The main problem of affirmative action is there is no way to advance one group of people without holding another group back. Affirmative action was once a policy that was necessary to advance diversity in education and employment; however, the practice of race and gender quotas is no longer an ethical choice. This paper will examine the past, present and future of affirmative action and offer recommendations for balancing ethics with affirmative action. Past The first use of the term “affirmative action” was in Executive Order 10925 (Executive Order 10925, 1961). President Kennedy signed this executive order on March 6, 1961, and the order provided that the federal government and contractors should take affirmative action to ensure that hiring for all federally funded projects is conducted without racial bias (Executive Order 10925, 1961). This executive order also started the Committee on Equal Employment Opportunity (Executive Order 10925, 1961). This order was mainly a passive means to prevent...
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