Disabled Veterans Affirmative Action Program Research Proposal

Excerpt from Research Proposal :



Conclusion

The main ethical principle here should not be a deontological argument, but rather should be utilitarianism. The greatest number of people will actually be helped by ensuring that discrimination of any type (including the issue of reverse discrimination) does not continue in the United States. It is therefore very important to use the arguments that one can make to show why reverse discrimination will harm a large number of people, including those who it is designed to protect and care for. This harm can come from aggravation that others feel when they notice the reverse discrimination, but it can also come from employers and institutions that are being forced to hire or admit people who are clearly not qualified on the basis of their race or gender or handicap, or what they have done for the country in the past. Only when those characteristics are completely irrelevant will everyone really be 'equal' in the quest for employment. While disabled veterans should certainly be given the same opportunities as everyone else and be free from discriminatory practices based on their disabilities, they should not receive preferential treatment to the point that they are hired over individuals who are clearly more qualified.

Bibliography

Civil Rights Act (Title VII). SEC. 2000e-2. [Section 703] 1964.

Code of Federal Regulations (Title 29, Volume 4). Section 1604.11. Rev. 1997.

Employment discrimination: an overview. (2003). Cornell University. Retrieved at http://www.law.cornell.edu/topics/employment_discrimination.html

Tompkins, J. (1995). The affirmative action approach to EEO. Human Resource Management in Government.

What next? (2002). FCNL. Retrieved at http://www.fcnl.org/issues/civ/sup/aff_whatnewx.htm

Sources Used in Document:

Bibliography

Civil Rights Act (Title VII). SEC. 2000e-2. [Section 703] 1964.

Code of Federal Regulations (Title 29, Volume 4). Section 1604.11. Rev. 1997.

Employment discrimination: an overview. (2003). Cornell University. Retrieved at http://www.law.cornell.edu/topics/employment_discrimination.html

Tompkins, J. (1995). The affirmative action approach to EEO. Human Resource Management in Government.

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