This paper argues that affirmative action policies for the purpose of recruiting specific candidates should no longer be implemented by businesses and universities.
Written in 2005; 880 words; 6 sources; APA; $ 31.95
Paper Summary:
This paper explains that affirmative action policies have led to the filing of legal complaints termed "reverse discrimination and unwarranted preferences." The author describes three famous affirmative action cases: "Regents of the University of California v. Bakke" (1978), "Grutter v. Bollinger" (2001) and "Gratz v. Bollinger" (2000). The paper concludes that organizations benefit by rejecting affirmative action policies: (1) Minorities will no longer feel that their peers are devaluing their accomplishments on the assumption that they only succeeded due to preferential treatment, (2) the quality of work will not suffer due to individuals who, despite possessing no actual merit, were admitted into an organization solely on the basis of promoting diversity and (3) the rule of nondiscrimination could be applied fairly to all people, instead of being suspended for the sake of individuals who once suffered past discrimination.
From the Paper:
"Affirmative action policies are designed to help organizations actively recruit individuals based on race, color, creed, sex, and ethnicity. It was supposed to serve as a way to eliminate past discriminatory actions that prevented certain individuals from obtaining an education and employment. President Lyndon B. Johnson's Executive Order 11246 first brought the notion of affirmative action into existence when it proclaimed that federal contractors were to hire and sustain employees regardless of race, color, creed, or national origin."
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