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What can companies due to improve the situation? It is vital that organizations do everything possible to maintain a strong and solid image in the eyes of consumers. When organizations fail to recognize discriminatory practices, they may cause consumers to adopt a negative view of organizational practices.
In addition organizations must work to ensure that any affirmative action programs that are currently in place are organized in a manner that does not promote 'reverse discrimination.' Managers must work directly with staff to help educate staff members regarding the need for equal opportunity measures, and help assuage any fears employees or managers may have regarding affirmative action.
There are many other programs that organizations can adopt in lieu of formal affirmative action programs to ensure equality in the workplace. Among these include active diversity training and recruitment programs that reach out to a diverse and typically underutilized facet of the population. In cases where women are underrepresented among the top levels of an organization, managers must work to develop strategies specifically oriented toward not only attracting but also retaining top level and qualified female candidates.
The same is true for minorities. Human resources must help facilitate this process by becoming directly involved with key executives within the organization. Human resources also has an obligation to monitor recruiting and hiring practices and ensure that at all times an organization is doing everything possible to promote equal employment and recruit from a diverse population as possible.
Affirmative action programs may also be adopted informally and termed 'diversity...
The important point to remember with regard to affirmative action is that organizations must consistently work to adopt employment practices that are fair, and that encourage a diverse population at all levels of the organization. When affirmative action programs are structured in a manner that they encourage diversity and equal opportunity, they are often successful and viewed in a positive light by all of those affected by them.
Conclusions
Though there are many pros and cons in the eyes of the public with regard to affirmative action programs, one thing is certain... affirmative action programs are here to stay, at least in the short-term. Companies need to work diligently to ensure to as great an extend as possible that employees and managers are well informed about equal employment opportunities, and that they buy into management initiatives and training programs aimed at diversity.
Companies should also be working to monitor career development opportunities for all employees and ensure that every employee regardless of race, sexual orientation, ethnicity or religion is afforded opportunities for personal development and growth within the organization. Many organizations would benefit from adopting affirmative action practices internally, in a manner that encouraged organizational diversity from within, not simply from without.
References:
Carlton, M., Donahue, W., Garcia, B., Hawkey, P., Johnson, D. & Watson, D. (1997).
Affirmative action and affirming diversity." Public Management, 79(1): 19
Stroud, S. (1999). "The aim of affirmative action." Social Theory and Practice, 25(3):
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