Module 4 Case Discrimination and Affirmative Action
Affirmative Action programs started in the 1960’s when President John F. Kennedy signed an Executive Order which required federal contractor’s to “take affirmative action” to ensure that applicant’s are employed without regard to their race, creed, color, or national origin. Lyndon B. Johnson extended that Executive Order to include women in 1967. Under Affirmative Action law, women and minorities can’t just get a job because they are women or minorities. Women and minorities must have the relevant and valid job or educational qualifications necessary for the job they are applying for.
...view middle of the document...
For instance, when it comes to education a person who’s family has historically been educated is miles ahead of someone who comes from a family whose opportunity to receive an education was stifled. Statistics show a person who comes from an educated family is more likely to be educated themselves. Education is the key to opportunity so it follows that a person who comes from educated family will have more opportunities to succeed.
Throughout history women and minorities were restricted from receiving a proper education. For African Americans and many minorities, many of their forbearers didn’t have a formal education. As far as women are concerned, many of their mothers and grandmothers were typically not educated or in the workforce. Women were seen as homemakers and mothers for centuries. So, when women entered the male dominated workforce, educated or not, they were seen as weak links or as someone who could only assist the person who was doing the real work. Hence, many women were teachers because educating required them to care for children which fit into the caregiver role women were typically confined to. Or, women were secretaries, waitresses, or worked in some other role that really didn’t allow for upward mobility.
As time passed and the roles of women and other minorities changed the ability for them to move up in society didn’t. The people who had always had an opportunity to get an education, vote, or be employed were happy. Unfortunately, those who hadn’t been afforded the same opportunities were not happy.
Opponents of Affirmative Action say it diminishes accomplishments of the minorities it is supposed to benefit because an Affirmative Action program is basically saying that the beneficiary is only qualified for a job because of their race, gender, or ethnic background. In addition, opponents say Affirmative Action programs require people who are not disadvantaged to identify themselves as disadvantaged even if they aren’t. For example, an African American who comes from a line of pre-Civil War free African Americans who were educated and continued to be educated has not suffered the same disadvantages as a person who comes from a line of slaves, sharecroppers and uneducated ancestors.
Affirmative Action applies to women and minorities. It is designed to benefit all Americans by leveling the playing field in areas of employment and education. On the other hand the Disabled Veteran’s Affirmative Action Program, hereafter termed DVAAP, applies to Federal Agencies and requires them to hire disabled veterans. The DVAAP is designed to “increase the total number of veterans who are thirty percent or more disabled, especially minorities and women.” Second, the DVAAP is designed to “increase the number of disabled veterans in professional and administrative positions in grades G-5 through G-12 through internal job advancement opportunities such as merit promotion or upward mobility.” Lastly, the DVAAP is...