History Of Affirmative Action

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discrimination in the workplace was officially declared illegal in 1964 with the passage of the Civil Rights Act (Public Law 88-352). Employers could not deny employment to, fire individuals, or discriminate in any way against these individuals. Affirmative action policies were also in affect at this time. The term ‘affirmative action’ was initially used in Executive Order 10925 which encouraged employers to ensure nondiscrimination (Holzer &Neumark, 2006, p.463). It was later strengthened in Executive Order 11246 which required that federal contractors “take affirmative action to ensure that all applicants have an equal opportunity employment” (Kravitz, 2008, p.174). Both the Civil Rights Act and the affirmative action policy sanction access to, equity in, and opportunities in the workforce for minorities. Their intent was to ensure equal employment opportunity as well as to identify and eliminate discrimination thereby guaranteeing fair treatment in the workforce. Affirmative action and the Law Since its inception, the US has struggled with implementing affirmative action. Before discrimination was outlawed, women and minorities were not represented in the workforce in the numbers to be expected given their population and availability in the labor force. After the Civil Rights Act passed, minority representation in the workforce still did not show any significant improvement. The ambiguity and limited coverage of the law in addition to lack of enforcement prevented significant change in employment practices or workforce numbers (Chay, 1998, p.610). About 35% of all workers were employed by organizations that were not covered by Title VII; while 40% of African American workers in the South were not covered (Chay, 1998, p.613). ... ... middle of paper ... ... diversity is valued, different cultures are respected and included in the organizational structure. Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity. Working together: affirmative action and diversity management

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