...EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION 1 Equal Employment Opportunity and Affirmative Action and Their Application in the Workplace Dennis E. Edwards Excelsior College Author Note Dennis Edwards is a student enrolled in Excelsior College, Human Resource Management Course EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION 2 Equal Employment Opportunity and Affirmative Action and Their Application in the Workplace This paper is written to establish the differences of Equal Employment Opportunity and Affirmative Action as it applies to the workforce environment and the relevance thereof. As we look at the function of these two issues, equal employment opportunity is established to ensure that anyone, regardless of race, color, disability, sex, religion, national origin, or age, has an equal opportunity based on his or her qualifications. Affirmative Action ensures that employers take action in recruitment, hiring, promotions and compensation to eliminate any violation of equal opportunity. (Dessler, 2013 p.59). While Equal Employment Opportunity provides the expectation through a series of laws from the Civil Rights Act, Equal Pay Act, Age Discrimination in Employment Act and others, those written laws alone does not constitute that all companies or organizations will adhere to the them. Most organizations will have an Equal Employment Opportunity policy or directive, most just reiterate the definition above that the organization will not discrimination...
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...EFFECTS OF EQUAL 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...
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...Affirmative Action Assignment Leslie Penwell HSM-240 August 14, 2011 Todd McGonigle Axia College of University of Phoenix Affirmative Action Assignment To the board of directors, in my opinion I believe that it is most important for this organization to implement affirmative action policies. I do believe that in the past the organization has been accused of past discrimination. It is my understanding that the accusation is that the company will not hire people of color or at a certain age they have also been accused of not hiring women. It sounds to me that the organization as a whole needs a major over-haul. It would better for the company to implement this on their own before they receive a court order. This is also against the equal employment policy that the company tries to enforce. The basic steps in developing an effective Affirmative Action Program are as follows. 1. Issue a written equal employment opportunity policy and affirmative action commitment. 2. Appoint a top official with responsibility and authority to direct and implement the program. 3. Publicize the policy and affirmative action commitment. 4. Survey present minority and female employment by department and job classification. 5. Develop goals and timetables to improve utilization of minorities and women in each area where underutilization has been identified. 6. Develop and implement specific programs to achieve goals. 7. Establish an internal audit and reporting system to monitor...
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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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...other side, Con affirmative action Affirmative Action has been a long debated issue in United States. One group believes affirmative action should be abolished and other group thinks it serves an essential purpose. Our group believes Affirmative Action is fair and we still need it to eliminate discrimination and establish inequality to make our country is a better place. The continued use of affirmative action is still needed to address our existing discrimination and to break down all the barriers to make sure each individual have an equal opportunity so that they can prove themselves in the society as per their talents and abilities. Compare to other countries United States have made significant progress in recent years in creating equal access to opportunity, but we still need to accomplish more. Affirmative action worked as a proven solution that had been addressing existing discrimination and promoting equal opportunity. Ending affirmative action would end the dreams of opportunity for many. “The fundamental purpose of affirmative action is to further equal opportunity and counter or prevent current discrimination. Importantly, affirmative action programs have a positive impact not only on women and people of color, but all members of our society”. This program ensures equality and provides opportunity to many women, people of color, disabled, and veterans. It is a path where they can compete and be evaluated fairly for jobs and education opportunities. The opposition...
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...resources on why do we as a society still need Affirmative Action and why isn't Equal Employment Opportunity (EEO) sufficient to prevent workplace discrimination? The articles will take a look at affirmative action in admissions to public colleges, and the workforce, as well as why even with federal, state, and local anti-discrimination laws that protect people against sexual harassment and discrimination on the basis of age, disability, race, sex, marital status, pregnancy, breastfeeding, family responsibilities, sexual preference, medical record, criminal record, trade union activity, political opinion, social origin, religion, and nationality or ethnic origin, workplace discrimination still occurs in today's society. This paper will also look into potential pros and cons of diversity management. Keywords: equal employment opportunity, affirmative action, discrimination, diversity In order to see why we still need Affirmative Action and Equal Employment Opportunity in our society today, I believe we need to look back at why we needed them in the first place. The term "affirmative action" was first introduced by President Kennedy in 1961 as a means to addressing discrimination that had persisted despite civil rights laws and constitutional guarantees (Brunner & Rowen, 2007). It was designed to be a temporary remedy to level the playing field for blacks and other minorities on education and jobs. The thought was affirmative action would end once a level playing field existed...
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...Head: AFFIRMATIVE ACTION Implementing Affirmative Action Name: Axia College Affirmative Action Policies Should be Implemented Affirmative action policies should be implemented to improve to help propel the company forward. Affirmative action can be a useful tool to help create diversity in the workplace. Implementing affirmative action policies will encourage growth in the company because we will be able to effectively select and hire people, not on the basis of race but on actual qualifications that make a person suitable for a position in the company. Affirmative action policies will also benefit the overall workplace because people will be able to interact with people from other backgrounds, creating a blended work atmosphere. Affirmative action will encourage our company to hire and train minorities that are qualified for positions within the company, without having to compromise the rights of non-minority workers. Support for the Implementation of Affirmative Action Furthermore, the board needs to realize that we are living in an era, where we cannot afford to have a company that treats people unfairly on the basis of race or any other discriminatory practices. Currently, we do not practice unfair hiring or biased policies in our company, but we can still be a more well-rounded business. It is possible that the members of the board are hesitant to employ affirmative action policies...
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...Human Resource Management Affirmative Action Business companies that are successful are the larger companies. These companies know how the competitive advantage works. They are smart in making sure their employees are happy and feel they are treated equal. These business companies know how to attract, select, deploy, and develop talent. People of different race, sex, and physical differences have their own talents they can contribute to a company and help make them successful. In the larger companies, affirmative action policies are implemented and the human resource department helps execute the tasks that need to be done to help lead a successful company. Affirmative action programs can help companies with a larger class of minorities than others. The results of implementing affirmative action might have some negative effects, but for the most case, the effects are positive. Affirmative action programs are a requirement of the OFCCP for employers that have federal contracts greater than $50,000. The biggest key in affirmative action programs are in compliance with the equal employment opportunity law. A company that has several problems with their employees, affirmative action must be implemented. The reason why to implement an affirmative action program is to reduce discrimination, achieve goals, show commitment to the company and also their employers. Downsides of affirmative action are it has not consistently resulted in the improvement status of protected...
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...Running Head: AFFIRMATIVE ACTION Affirmative Action In this paper the various elements of affirmative action as it relate to private and public sector employers will be addressed, affirmative action planning for businesses and the requirements of employers in regards to planning and addressing women, minorities, and the disabled. Also an overview of the repercussions for businesses that do not meet affirmative action goals will be addressed. Affirmative action began in the civil rights movement. In March of 1961, President John F. Kennedy signed Executive Order 10925, which established the President's Commission on Equal Employment Opportunity. This order stated that any contractors doing business with the government “will take affirmative action to ensure that applicants are employed, and employees are treated during their employment, without regard to their race, creed, color, or national origin” (Reference for Business 2008). The order did not advocate preferential treatment of the selected groups but rather sought to eliminate discrimination in the traditional sense. A section of the act known as Title VII, which specifically banned discrimination in employment, and paved the way for the subsequent development of affirmative action. The Equal Employment Opportunity Commission (EEOC), created by the Civil Rights Act of 1964, and the Office of Federal Contract Compliance became important enforcement agencies...
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...race, or culture. One might argue that this is also the same definition of Affirmation Action. It is not out of the norm for one to discuss their similarities, but what is rarely discussed is the difference in outcome both have on the human race and the global economy. With thousands of applicants applying being denied for their Ivy-league college admission and another million out of the workforce it is clear there is a dire need of assistance in these areas. Affirmative action has been a major contributor to depreciating these skyrocketing numbers, giving many minority Americans a chance they may not have been previously fortunate enough to receive. The goal is not for preferential treatment, but to provide all Americans with an equal opportunity at success. This can only be done with the implication of Affirmative Action and other policies alike. It is well known that for many of us, education is the gateway to receiving advancement in a remarkable career and maintaining a prestigious economic status. Armed with this knowledge, millions of Americans feel that it is imperative to attend college and complete graduate studies. In order to compete in this dog eat dog world, one must do whatever it takes to stay one step ahead. Unfortunately many minorities are not able to compete, due to not being able to further their education. Few minorities attend college and even fewer get the opportunity to experience graduate school. Some may argue that money shouldn’t be an issue because...
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...Implementing Affirmative Action Ruth Sears HRM240 May 29, 2011 Paula Augustyn Implementing Affirmative Action Affirmative action policies should have implemented to improve to help propel the company forward. Affirmative action can be a useful tool to help create diversity in the workplace. Implementing affirmative action policies will encourage growth in the company and will be able effectively to select and hire people, not just based on race but on qualifications that make a person suitable for a position in the company. Affirmative action policies will also benefit the workplace because people will be able to interact with people from other backgrounds, creating a blended work atmosphere. Affirmative action will encourage the company to hire and train minorities, which are qualified for positions within the company, without compromising the rights of non-minority workers. Furthermore, the board needs to realize in which the era living in now, where it cannot afford to have a company that treats people unfairly based on race or any other discriminatory practices. Currently, the company does not practice unfair hiring or biased policies in the company, but the company can still be a better round business. It is possible that the members of the board are hesitant to employ affirmative action policies because affirmative action is often a controversial topic. Regardless of the controversy surrounding affirmative action, a policy...
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...To achieve equal opportunity in employment requires a mix of affirmative action legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress...
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...AFFIRMATIVE ACTION “Affirmative action has become a moral and political question which seems to divide Americans rather than unite them.” Those in favor of affirmative action support the idea of correcting racism and reversing the lasting effects of discrimination; those opposed to affirmative action feel that no group should be favored over another group based on sex or color of skin. Over the course of time, the development, defense, and contesting of affirmative action has been (1) legal and administrative as courts, legislatures, and executive departments of government have made and applied rules requiring affirmative action and (2) a public debate, where the practice of preferential treatment has produced controversy for and against. The United States affirmative action policies have helped to increase possibilities for minorities the ability to enter the work force, be admitted into colleges, and be awarded by government contracts. 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. In other words, persons with equal abilities should have equal opportunities. The legal status of affirmative action was set by the Civil Rights Act of 1964 which became the landmark of legislation prohibiting discrimination in voting, public education, accommodations, and employment in firms with more than fifteen employees. There are numerous reasons...
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...AFFIRMATIVE ACTION IN PUBLIC & PRIVATE PROCUREMENT ENGLISH LAW LaSadia Whitman Abstract Throughout history, there have been many policies and laws that have been passed to make America, a county that will offer a citizenship equal liberty, rights and equal opportunity. In my paper I will discuss the path on how affirmative action was established, and how it is important to public and private procurement. I will use examples of affirmative action from recent discriminating cases. I will show how affirmative action affects federal and subcontractors within the government agencies. I will also talk about how high level manager uses affirmative action within their companies. I will also discuss the path of affirmative action how the changes affect the veterans that have served in the U.S. military. Finally I will discuss how affirmative action has helped changed America for the benefit of the people. “Preferential affirmative action patronizes Americans, blacks, women and others by presuming that they cannot succeed on their own. Preferential affirmative action does not advance civil right in this country” (Alan Keyes). As many decades have past, the question of whether America is place where equal opportunity is available to every citizen of the United States has grown as major debate throughout society. The legal meaning of affirmative action is the employment programs required by the federal statutes and regulations designed to remedy discriminatory...
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...Legal Aspect of Affirmative Action - Affirmative action programs are often misunderstood. Each person has their own idea of what affirmative action really entails. This paper will provide an overview of the legal aspect of affirmative action. The differences between affirmative action programs and equal opportunity legislation will be explained. The positive arguments will be presented along with the negative arguments. The affects affirmative action has on the society of the United States will be analyzed. Finally the reactions of beneficiaries of affirmative action will be discussed.... [tags: Affirmative Action] 1298 words (3.7 pages) $19.95 [preview] Necessity of Affirmative Action - It is illegal to institute quotas and to fulfill them solely based on the race or gender of the applicant in any affirmative action programs. Employers and schools are required to set goals and time frames, for hiring or recruiting women and minorities to achieve racial diversity. Due to under representation of African Americans, women and minorities, affirmative action was created. It was created to ensure the inclusion of all qualified individuals and to prevent race and gender discrimination.... [tags: Affirmative Action] :: 4 Works Cited 1081 words (3.1 pages) $6.95 [preview] Affirmative Action - Affirmative Action Affirmative action is a deliberate effort to provide full and equal opportunities in employment, education, and other areas for women, minorities, and individuals...
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