Affirmative Action Programs Have Been

Affirmative action programs have been in existence since the term equal employment opportunity came about. The purpose of such programs is to ensure equal employment practices that are non-discriminatory, and to ensure that organizations do everything possible to ensure equal representation among minority and female candidates within an organization. The manner in which an affirmative action program is structured may influence the public's perception of an organization's effectiveness and culture as well, thus it is vital that top level managers work directly with employees to encourage a program that is fair and well understood.

There are numerous factors which might impact consumer behavior. Awareness of those factors is essential for a business to remain competitive. Affirmative action programs are one aspect of business organization that might impact consumers. Consumers are interested by and large in working with organizations that provide an equal and fair employment environment, where all employees are afforded the opportunity to excel within a corporation.

Affirmative Action Programs at Work

Discrimination in employment or recruitment practices is discouraged for obvious reasons. By and large affirmative action programs seek to remove limitations on career aspirations, expand people's "sense" of what they can achieve and subject all people to the "full range of options to the kind of individualized scrutiny that is appropriate to career decisions and goals" (Stroud, 1999: 3).

Created more than 30 years ago, affirmative actions were created as a means to remedy the "under use of minority and female human resources" in the workplace (Carlton, Donahue, Garcia, Hawkey, Johnson & Watson, 1997). Affirmative action programs are organized in a fashion which requires organizations to adopt active measures to resolve any inequalities that might have arisen in the workplace due to past discrimination or unequal employment opportunities (Carlton, et. al, 1997).

In 1972 the Equal Employment Opportunity Act or EEO was passed, and affirmative action was a tool used to help ensure its implementation (Carlton, et. al, 1997). As a result of measures adopted by companies with regard to affirmative action, change has occurred within many organizations, and more women and minorities are now represented in greater numbers in organizations in all sectors and in all positions (Carlton, et. al, 1997). Women and minorities are also represented in greater percentages in decision making positions and more management positions.

Despite advances however that have been made as a result of affirmative action, there is still evidence to suggest that women and minorities are still under-represented in the highest levels of management (Carlton et. al, 1997). In addition women in the public sector specifically generally make less than male counterparts in equal positions, suggesting the need for further advances with regard to affirmative action programs.

There have also been numerous claims in recent years that affirmative action results in 'reverse' discrimination, meaning that it prevents non-minorities from acquiring key positions and advancing within an organization despite the fact that they may be well qualified to take on a certain role (Carlton, et. al, 1997).

In fact the issue of affirmative action is often considered a highly controversial one. There are those within the field that consider affirmative action programs a means of establishing quotas within an organization and preventing qualified non-minorities from advancing to the highest ranks of an organization. There are still others that feel that affirmative action programs are still not doing enough, which is easy to argue given that women and minorities are still not equally represented in the highest ranks of a majority of organizations across several different industries.

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 encouragement' programs or something similar. 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.