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Affirmative action plans are not the same as diversity plans. These differ in several ways, with the most notable being that affirmative action is a law, and diversity plans are simply created by companies wanting to incorporate various levels and types of diversity into their organizations (Anderson, 2004). In other words, employers must follow affirmative action requirements, but they do not have any requirement to have a diversity plan. This is an important distinction, because many employers mistakenly believe that they can create their own diversity plan, and that will meet the affirmative action requirements if they are ever questioned about the issue (Riccucci, 2002). This is not the case, though, and can land employers in some serious trouble if they mistakenly believe that they are doing enough to bring diversity into their workplace. By ignoring the actual law in favor of their own diversity plan, they are putting their company at risk.
Employers who are serious about caring for their company and their employees will take affirmative action seriously (Riccucci, 2002). These employers understand that affirmative action was created to correct years of wrong treatment and skewed hiring practices, meaning it is still in effect to equalize...
As such, it is an important law that must be upheld by companies throughout the country (Anderson, 2004). Some companies, however, choose to go above and beyond the minimum requirements of affirmative action, and create their own diversity plans. These kinds of plans typically mean that more diversity is seen within the company than would be officially required by affirmative action. This is good news for those attempting to get a job, and can also lead to better, stronger companies, because having diverse viewpoints can mean a company sees things in new ways that can benefit customers (Anderson, 2004).
Part II - Both employees and employers have become more focused on diversity in recent years. While this has helped some individuals get ahead, it has also hindered workers and employers in some ways. One overt practice that would impede the development of an individual within an organization is affirmative action. This is an excellent practice for those who fall into specific categories, but not a good choice for those who do not meet those conditions. For example, white males are often the ones who are most harmed by affirmative action requirements (Anderson, 2004). While…
References
Anderson, T.H. (2004). The pursuit of fairness: A history of affirmative action. NY: Oxford University Press.
Riccucci, N.M. (2002). Managing diversity in public sector workforces. NY: Westview Press.
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Discrimination and Affirmative Action DISCRIMINATION The current study investigates gender discrimination and the relationship between organizational commitment and job satisfaction. Women report through survey questions on how they view gender discrimination against women today, their level of commitment to an organization, and their level of agreement on how satisfied they are in their jobs. The purpose of this study is discussing certain issues that pertain particularly to women, because majority of women's
Affirmative Action is an organization of policies and designed procedures aimed at assisting in the elimination of discrimination against women and other minorities in the human society, together with redressing the possibilities of past discrimination. As required by the Affirmative Action Plan's requirements, Affirmative Action was signed by President Johnson in 1965. It supported and revised by different presidents in the world. The intention of Affirmative Action is to have
Affirmative Action is an extremely important concept since it is vital to the operation of America as a democracy. It reinforces the affirmation of the Constitution that all people are born equal and should, therefore, be given an equal chance to prove themselves. Employment opportunity (and other factors) should be based on merit rather than on extraneous factors such as skin color, race, gender, physiology, and so forth. The Federal Register
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