Affirmative Action Paper
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Affirmative Action Paper
MGT 434
Affirmative Action Paper
Employers must ensure that they are giving each employee equal opportunities to minorities and women in the workplace. Many hear this and think they have to “hire more black people or hire more women”. These statements are derived from the affirmative action policy. Affirmative Action is the “intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion.”(Bennett-Alexander & Hartman, 2007, p. 179) Many believe that affirmative action gives unqualified minorities and women the jobs that qualified white or males should have but this is not the case. Affirmative action is designed to ensure everyone has the same opportunities regardless of sex or race. This paper will discuss the elements of affirmative action as it applies to public sector and private sector employers and how it interacts with Title VII requirements of Equal Employment Opportunity. In addition, this paper will discuss which employers are subject to affirmative action, what they are required to do under the plan and what repercussions will arise if they do not meet the goals of the affirmative action plan.
The phrase “affirmative action” was first implemented in 1961 by John F. Kennedy in Executive Order 10925 as a process of addressing racial discrimination that was a continuous subject despite the many civil rights laws that were enacted. Later in Lyndon Johnson addresses the same topic in his 1965 Executive Order 11246. In Johnson’s executive order he includes women in the plan. With these orders, federal contractors and subcontractors must take affirmative action to cover employers when they promote and recruit eligible women, minorities, individuals with disabilities and veterans. Employers must have written affirmative action plans that must be implemented and updated annually.
According to EEOC, “the Executive Order 11246 requires contractors with 50 or more employees...
MGT 434
Affirmative Action Paper
Employers must ensure that they are giving each employee equal opportunities to minorities and women in the workplace. Many hear this and think they have to “hire more black people or hire more women”. These statements are derived from the affirmative action policy. Affirmative Action is the “intentional inclusion of women and minorities in the workplace based on a finding of their previous exclusion.”(Bennett-Alexander & Hartman, 2007, p. 179) Many believe that affirmative action gives unqualified minorities and women the jobs that qualified white or males should have but this is not the case. Affirmative action is designed to ensure everyone has the same opportunities regardless of sex or race. This paper will discuss the elements of affirmative action as it applies to public sector and private sector employers and how it interacts with Title VII requirements of Equal Employment Opportunity. In addition, this paper will discuss which employers are subject to affirmative action, what they are required to do under the plan and what repercussions will arise if they do not meet the goals of the affirmative action plan.
The phrase “affirmative action” was first implemented in 1961 by John F. Kennedy in Executive Order 10925 as a process of addressing racial discrimination that was a continuous subject despite the many civil rights laws that were enacted. Later in Lyndon Johnson addresses the same topic in his 1965 Executive Order 11246. In Johnson’s executive order he includes women in the plan. With these orders, federal contractors and subcontractors must take affirmative action to cover employers when they promote and recruit eligible women, minorities, individuals with disabilities and veterans. Employers must have written affirmative action plans that must be implemented and updated annually.
According to EEOC, “the Executive Order 11246 requires contractors with 50 or more employees...