Marlene S. Smith
October 28, 2013
Affirmative action is an action that was purposefully designed to provide full and equal opportunities for employment and education for women, minorities, and other individuals belonging to disadvantaged groups. This paper will assess the rudiments of Affirmative Action as it applies to public and private sector employers. The paper will also evaluate what employers are subject to affirmative action plans, what the plans require employers to do, and what happens if employers do not meet the objectives of the affirmative action plan.
Affirmative action has been around for many years. ...view middle of the document...
Title VII interdicts discrimination in the workplace. Discrimination in the workplace has caused many disagreements. Many of these disagreements come from minorities and women within the company or organization. Many individuals have different perspective of what affirmative action is. Some people view affirmation action as a law that gives unqualified minorities’ and women jobs. Some view affirmation action as a law that removes whites and males from their jobs and then whites and males have no jobs in the workplace (Bennett-Alexander and Hartman, 2007).
Affirmative action plans aid women and minorities to have the same chance to work in an industry that have been controlled by Caucasians and males. One example of industry control would be the legal industry. These positions in the law industry have been dominated by white males for many years. In this situation because of the white male domination affirmative action plans are now included in law school during the admission process and many law firms for recruitment, promotions, and hiring. Affirmative action is not a part of Title VII. Affirmative action is a component of the statutory remedies and stems from a requirement imposed by Executive Order 11246 and its amendments. Title VII and the ADA applies to all employment agencies, educational institutions, private employers, and state and local governments who employ 15 or more individuals. The ADEA covers all employers who employ at least 20 employees. The one thing to remember is that small businesses are not covered under federal laws in respect to discrimination during the hiring process. All employers should avoid discrimination in regards to hiring, promotions, and terminations.
Affirmative action plans assist companies and organizations with their divergences. Affirmative action directs the employer into hiring qualified women, minorities, or other groups who have been disqualified in the past from employment. The Executive Order 11246 requires that contractors who have been underrepresentation of women and minorities in their workplace agree to take steps to ensure they have women and minorities employed in the workplace. The Executive Order 11246 states employers must prepare a written affirmative action plan within 120 days. The plan must contain the following: the employer’s current workforce in regard to race and sex, a detail analysis stating whether minorities or females are under-represented or under-utilized in the workforce, the rules and regulations for job categories in which minorities or females are under-represented, an action plan or goals necessary to fix the problem areas, and a detail time table for when the employer plans to achieve these goals. When developing an affirmative action plan this...