We believe that Affirmative action in the work place is
There is a chance the ruling, regarding the case of a student denied admission to the university, will undercut the legality of affirmative action programs beyond the education realm. But because affirmative action isn’t being directly challenged, both the outcome and significance are unclear. In fact, the ruling of this case could have no effect on affirmative action in the workplace at all.
If the goal of Affirmative Action has been to give low income households the chance to send kids to college so they can get a good job, then the purpose of the program hasn’t work. Enrollment rates that are based on income haven’t really changed over the years, but what is often missed in the final statistic above is that it includes all races. When minority groups don’t have access to Affirmative Action, the information is conclusive. Admissions drop by upwards of 80%. Is it providing minorities with preferential treatment if race is considered as a factor for a job? It is illegal to hire to fill quotas. With that consideration, the answer to these questions you have will determine which side of the Affirmative Action in the work place debate you fall on.
When affirmative action is well established, it deters discrimination in composition and treatment of workforce thereby obeying the law of equality in employment and this modifies workplaces to be a more heterogeneous and lowly stratified on considerations such as race, sex and other traits related issues that have in history shaped ones employment opportunities. Affirmative action in the working place is simply made to come ensure friendly and comfortable environment for all parties involved, upholding justice being the area of special consideration. It makes the work place more integrated and therefore posters constructive inter group bonds (Leach, 2004, p.22).It’s a sad fact that discrimination still occurs in the work place today, but it is there and shouldn’t be ignored. Many see the business world as the white man’s world and that’s why Affirmative Action in the work place has become necessary. All anyone is asking for is a fair shot to succeed. That’s what this program is designed to do. A landmark case that has helped the court system develop law on affirmative action in the workplace was Wygant v. Jackson Board of Education . This was important because it set precedent in how meeting the minority quotas in the workplace would be established. In this instance the Jackson Board of Education laid off several non-minority employees who had seniority to protect their policy of minority employees. The court held that their was greater harm in laying off employees than simply refusing to hire non-minority employees. There is definitely an ethnic understanding gap that is happening in the United States and this is why Affirmative Action in the work place is still necessary. The perception is that everyone already has an equal chance to succeed, but that just isn’t true. If white men get more job offers and higher salaries than their minority counterparts, then this is the very nature of discrimination. People have been fighting to end these practices for over a century, so people are only fooling themselves if they believe that the problems have been solved. If anything, the statistics show that we need a more influential Affirmative Action program to make sure that everyone gets the same chances because everyone has the right of citizenship and equal access.It’s a sad fact that discrimination still occurs in the work place today, but it is there and shouldn’t be ignored. Many see the business world as the white man’s world and that’s why Affirmative Action in the work place has become necessary. All anyone is asking for is a fair shot to succeed. That’s what this program is designed to do.An applicant flowchart is an example of affirmative action in the workplace. Work on an applicant log or flowchart occurs behind the scenes within the human resources department. An applicant log reveals the race, sex, ethnicity or national origin, and veteran or disability status age of people who apply for jobs with the company. This information isn't used to make hiring decisions; it's filed and maintained separately from other employment records. An applicant log may also contain the recruitment source or where the applicant learned of open positions. Companies that are required to have written affirmative action plans must be able to produce copies of their applicant flow log upon require by the Department of Labor's Office of Contract Compliance Programs.