Introduction

Affirmative action is the act of promoting equal opportunities for al ("Diversity & Inclusion", n.d.). This paper will examine the components of Affirmative action as it relates to the public and private sector employers, and the many ways that it interacts with Title VII requirements of Equal Employment Opportunity. This paper will address the following questions: (1) what employers are subject to affirmative action plans and why? (2) What do the plans require employers to do? (3) What happens if employers do not meet the goals of the affirmative action plan? In 1941, the federal government tried to remove any and all forms of discrimination in the hiring process within the defense industry and ultimately within the whole federal employment. After President John F. Kennedy signed the 1961 Executive Order number 10925, it required federal contractors to take affirmative action to certify that applicants are employed and that employees are taken care of, without regard to one’s race, faith, color, or national origins. While Lyndon B. Johnson’s was the president back in 1967, 1965 Executive Order 11246 was lengthened to include women.
Title VII of the 1964 Civil Rights Act does not permit discrimination in any way based on color, faith, race, sex, or gender in employment, relocation, or advancement decisions but did not comprise employers compliance with affirmative action plans. Law court may order an employer to obey with an affirmative action plan in order to take care of any form of perceived discrimination. This method is called ‘judicial affirmative action’. An employer can also choose to integrate a ‘voluntary affirmative action plan’ in hopes to prevent discrimination.
Organizations that have 50 or more employees and have contracts to offer goods and services that are worth $50,000 or