Running Head: 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 ...view middle of the document...
There are many differences in the way affirmative action programs attempt to reverse past discrimination. Many programs institute different hiring practices specifically for hiring women, minorities and the disabled. In programs such as these the organizations post basic job descriptions, all applications are pooled and are used to create a group of applicants that are qualified, and from this group minorities, women, and the disabled are given preference.
Affirmative action affects private sector employers mainly in two ways. First, affirmative action was devised to prevent businesses with 15 or more employees from discriminating on the basis of race, color, sex, religion, national origin, and physical capability in areas that relate to compensating, hiring, promoting, training, and firing employees. Secondly it allows the state and federal governments to grant women-owned or minority-owned businesses federal and government contracts, and the option to disregard bids from businesses that do not make the effort to practice affirmative action.
The employers that are required to implement affirmative action plans are, businesses that receive federal contracts or subcontracts worth over $10,000, also if they employ 50 or more employees with contracts worth over $50,000, or if you are a construction contractor or subcontractor with a federal or federally assisted contract valued at more than $50,000. An affirmative action plan should be implemented for the organization.
Although not every employer is required to have an affirmative action plan, employers that find or suspect that there is discrimination against women, minorities and persons with disabilities the employer may wish to establish an affirmative action plan. This may safeguard the employer against any fines and or penalties.
If you are an affirmative action employer, you may be covered by Executive Order 11246, the Rehabilitation Act of 1973, and the Vietnam-Era Veterans’ Readjustment Assistance Act and Jobs for Veterans Act. Employers with 50 or...