| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "AFFIRMATIVE ACTION EMPLOYMENT EQUITY": |
|
|
Affirmative Action/Employment Equity, 2002.
A discussion of the morality and justice of affirmative action in the U.S. and employment equity, its Canadian counterpart.
1,650 words (approx. 6.6 pages), 3 sources, $ 62.95
»
Click here to show/hide summary
Abstract
This paper will examine both the theory and practice of affirmative action (U.S.) and employment equity (Canadian counterpart) on moral and ethical grounds. This paper will argue that while such legislation may be defensible in terms of social engineering, in terms of morality and justice it is indefensible to promote justice to one group by denying justice to another.
| |
|
Discrimination And Employment Equity in Canada, 2002.
Presents an historical overview of employment and labor equity in Canada.
2,150 words (approx. 8.6 pages), 7 sources, $ 80.95
»
Click here to show/hide summary
Abstract
This paper examines the history of employment equity. It looks at the essence of employment equity as well as the arguments for or against employment equity. This paper also offers possible solutions to the present system.
| |
|
Affirmative Action: Equal Opportunity or Neither?, 2002.
A higher and secondary educational look at equity, race and public policy.
5,330 words (approx. 21.3 pages), 22 sources, APA, $ 131.95
»
Click here to show/hide summary
Abstract
This is an analysis of affirmative action, race, public policy and education at the secondary and higher educational levels. Although it is written from an educational perspective, this paper also weighs heavily in terms of social and political policy. It discusses the two major events in the recent history of education. In 1995 the Board of Regents of the University of California system voted to ?stop admitting students, hiring professors, and awarding contracts on the basis of race." In April of 2001, the Fifth Circuit Court handed down a decision in a case challenging the legitimacy of affirmative action based admissions practices at the University Of Texas Law School.
From the Paper
"While educators have spent the last several years debating issues of quality and accountability in schooling, two fairly recent events have focused at least some attention on the issue of equality in education. In the summer of 1995 the Board of Regents of the University of California system voted to ?stop admitting students, hiring professors, and awarding contracts on the basis of race.? The announcement that all affirmative action considerations would be removed from the largest state system of higher education caused an immediate public outcry. In April of 2001, the Fifth Circuit Court handed down a decision in a case challenging the legitimacy of affirmative action based admissions practices at the University Of Texas Law School. It stated, effectively, that race might not be considered as a factor in the admissions process."
| |
|
Equal Employment Opportunity & Affirmative Action Programs, 1989.
Discusses federal acts; development; functions, enforcement; goals & quotas; hiring & promotions and failures & successes.
2,250 words (approx. 9.0 pages), 12 sources, $ 79.95
»
Click here to show/hide summary
From the Paper
"The purpose of this research is to examine the Equal Employment Opportunity (EEO) and Affirmative Action (AA) programs. A review of the current literature indicates shifts in thinking regarding these federal programs. The areas addressed include legislation (development and functions), enforcement (agencies and procedures), as well as failures and successes through goals, quotas, hiring, and promotion practices.
Legislation. This analysis focuses on Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Act of 1972 and the Equal Protection Clause of the 14th Amendment to the United States Constitution. Title VII, as amended by the 1972 Act, prohibits discrimination in employment based on race, color, religion, gender, or national origin. Title VII covers employers (a) engaged in an "industry affecting commerce" and (b)(...)"
| |
|
Employment Agencies and Potential Employers, 2004.
Explains how to build good business relations between a job placement agency and the companies with which the agency works.
2,941 words (approx. 11.8 pages), 18 sources, APA, $ 87.95
»
Click here to show/hide summary
Abstract
This paper provides a job placement agency with a road map for building good business relationships with companies that would be most promising as potential employers for the job seekers listed with the agency. The paper examines companies in three U.S. market sectors: finance, the food industry, and hi-tech. The candidates for employment, the business climate, and the companies that offer potential employment are each reviewed and analyzed by this paper.
The Candidates
The Business Climate: Industrial and Occupational Outlook
Fortune 100 Companies to Target
From the Paper
"Many of the candidates served by this agency are a lot like a woman profiled by the Wall Street Journal last year. Morgan Hezlep, 31 at the time, graduated from St. Leo University, a small school with both a campus in Florida, and a well-regarded online degree program. While flying 200,000 miles in two years as a computer consultant, Hezlep earned a degree in computer information systems. Instead pf watching the in-flight movies, she ?attended? class by downloading lectures by St. Leo?s faculty and completing homework assignments. While Hezlep wanted the degree so she could attend law school, in the usual fashion, many of our candidates earned their degree in similar non-traditional ways, but want traditional, but better, jobs. St. Leo?s is not a ?correspondence? school, but a real university with a real football team, as the Wall Street Journal article points out. (Grimes, Feb. 20, 2003) That accords with the backgrounds of many of our candidates. While they may have gotten degrees at non-traditional life stages, perhaps after working for a few years and going to school at night, or in an accelerated 2-plus-year business administration course, very few earned their degrees in a completely correspondence-based college. This is useful information to have in presenting these candidates to the employers; some prefer candidates whose degrees are from ?bricks and mortar? colleges, rather than online ones."
| |
|
Employment Equality, 2005.
A debate over affirmative action programs versus equal employment opportunity programs to promote employment equality.
2,250 words (approx. 9.0 pages), 10 sources, $ 89.95
»
Click here to show/hide summary
Abstract
This paper discusses employment equality, which has a topic of debate for generations. Over the course of the last four decades, the civil rights movement, in America, has brought two types of programs into place to help bring about this equality. Affirmative action and equal employment opportunity programs have the same end goal, employment equality, yet use very different means to get there. Following is a discussion regarding both types of programs, their advantages and disadvantages, and their effectiveness and usage.
From the Paper
"Affirmative Action Programs Versus Equal Employment Opportunity Programs Introduction: Origins, General Description, Theories, Concepts, and Practices of Affirmative Action Programs: Affirmative action programs were established to provide positive employment opportunities for people of a minority group, who are traditionally thought of as being discriminated against. In fact, in Great Britain, these types of programs are known as 'positive discrimination' noting the favoritism of certain groups who have, in the past, been discriminated against."
| |
|
Affirmative Action, 2002.
Shows the benefits of affirmative action in employment and education.
1,150 words (approx. 4.6 pages), 4 sources, $ 44.95
»
Click here to show/hide summary
Abstract
This paper examines the positive effects of Affirmative Action on the African- American community. An emphasis is given to the acceptance of African- Americans and other minorities into the workforce and the educational system.
| |
|
Equal Employment Opportunity in the United States, 2002.
Discusses affirmative action (AA), equal employment opportunity (EEO)and the hiring process in America.
1,755 words (approx. 7.0 pages), 10 sources, MLA, $ 56.95
»
Click here to show/hide summary
Abstract
Affirmative action (AA) refers to the social practice in which members of historically disadvantaged groups are given preferential treatment in an attempt by the United States to compensate for any harm that was caused to their ancestors in the past. The paper shows that equal employment opportunity strictly prohibits employment discrimination and its main purpose is to eliminate any form of bias in the hiring process or the workplace. The paper examines the requirements for AA/EEO and shows arguments for and against these policies. It also examines the effectiveness of AA/EEO requirements and ultimately argues that these requirements have ensured that the majority of businesses do not practice unfair employment practices in the United States.
From the Paper
"Opponents of affirmative action believe that it is actually reversed discrimination in the workplace. However, a recent study by Rutgers University law school revealed that only a few dozen cases of reverse discrimination were reported in federal courts over a four-year period (Wilson, 1995) and the courts rejected most. Opponents also say that affirmative action policies also lead to lower hiring standards.
Affirmative action does not require quotas. In areas where minorities or women are underutilized, hiring or promotional goals are established, but quotas do not result in reverse discrimination."
| |
|
Affirmative Action, 1990.
This paper reviews the status of employer compliance with affirmative action goals.
1,350 words (approx. 5.4 pages), 11 sources, $ 47.95
»
Click here to show/hide summary
From the Paper
"The purpose of this research is to review the status of employer compliance with affirmative action goals. Providing equal opportunity to minority groups within a society is more a social issue than it is a legal issue. Requirements for equality may be legislated, and those requirements may be enforced with some degree of effectiveness. Real equality of opportunity will not occur, however, until such time as the great majority of individuals and organizations within a society voluntarily behave in a socially responsible manner.
Background on Equal Employment Opportunity
Income distribution objectives, laws prohibiting social discrimination, and, in some instances, policies intended to rectify the effects of past discrimination--affirmative action ... "
| |
|
Affirmative Action, 2004.
An explanation and comparison of goal-based affirmative action and process-based affirmative action.
1,354 words (approx. 5.4 pages), 5 sources, MLA, $ 45.95
»
Click here to show/hide summary
Abstract
This paper distinguishes between two forms of affirmative action policies, the goal-based affirmative action and process-based affirmative action. This paper argues that most people who protest against affirmative action are actually against goals-based affirmative action. This paper further argues that a greater emphasis on process-oriented affirmative action policies will more effectively address the concerns of both sides of the affirmative action debate.
From the Paper
"Critics decry race-based admissions policies as an undermining of the merit-based system. However, Jesse Jackson points out the effects of race and socio-economic class in the academic performance of many minority children. Jackson argues that unlike affluent white, many minority students from low-income families do not access to resources like honors classes and SAT preparation courses. Also, the fact that many have to work after school to augment the family income places minority students at a distinct disadvantage at the college applications process (Jackson 290)."
| |
|
Diversity in Employment, 2004.
This paper presents a literature review and recommendations for the management of diversity in employment.
2,880 words (approx. 11.5 pages), 25 sources, MLA, $ 85.95
»
Click here to show/hide summary
Abstract
This paper explains that diversity in the workplace generally has been thought of as purely an employment equity issue; however, diversity is coming to be recognized as an asset, which, like any other asset, can be well managed and can contribute to the bottom line. The author points out that managing diversity is a challenge because it requires organizational change, which means fostering a cultural environment that values differences and maximizes the potential of all employees. The paper stresses that, above all, diversity means recognizing the uniqueness of another person whether that person is a customer or an employee.
Table of Contents:
Introduction
Diversity Defined
Diversity Pros and Cons
Diversity and Success
Diversity And Company Image
Management of Diversity
Diversity and Training
Organizational Values And Diversity
Conclusion
From the Paper
"First, establish your core values as an organisation and use this as a foundation on which to build you diversity strategy. Remember you're changing the culture of your organisation, and that is a very long and painstaking process. You must champion diversity personally. Without commitment diversity will not take root in your organisation. Celebrate diversity. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organisation is committed to diversity."
| |
|
Affirmative Action - A Definition of Issue, 2002.
This paper studies the issue of affirmative action in the United States since its implementation in 1965 and its affect on employment policies.
5,600 words (approx. 22.4 pages), 15 sources, MLA, $ 136.95
»
Click here to show/hide summary
Abstract
An examination of the affirmative action policy that was introduced in 1965 and has since been both praised and denounced as an answer to racial equality. According to the author, it was President Johnson who felt that it was an appropriate remedy to discrimination, which continued to plague the United States regardless of civil rights laws and constitutional pledges and who therefore introduced the affirmative action policy as a temporary remedy that would end when a "level playing field" was created for all Americans.
From the Paper
"Affirmative action has increasingly become a popular subject of debate. Not only does the phrase "affirmative action" mean different things to different people, but also there are different arguments for and against it. The most controversial kind of affirmative action includes some sort of "preference" for black Americans when applying for jobs or to colleges and professional schools. Affirmative action means different things; and the arguments vary. It is not even clear what counts as a preference. Many people want to keep it as it is, saying that it is necessary for democracy. Others support affirmative action but see it as a flawed remedy in need of change. A third group believes that a fair playing field has been established and is pushing for the elimination of affirmative action policies."
| |
|
Affirmative Action in Schools, 2004.
A comparison of goal-based affirmative action and process-based affirmative action within the education system.
2,071 words (approx. 8.3 pages), 7 sources, MLA, $ 65.95
»
Click here to show/hide summary
Abstract
This paper distinguishes between two forms of affirmative action policies, the goal-based affirmative action and process-based affirmative action. In goal-based affirmative action, the emphasis is placed on giving minority racial status special consideration even before a qualified pool of candidates is established. This form of affirmative action was evident in the controversial admissions policies at the University of Michigan Law School, where African-American and Hispanic applicants were given 20 extra points solely based on their ethnicity.
From the Paper
"Other opponents of affirmative action in universities argue that by fostering an atmosphere of race-based promotion, these policies also serve to minimize the individual gains that many African Americans, women and other minorities achieve on their own merit. Instead, their achievements are tainted by a stigma. In one example, a young black woman made the University of Virginia's Law Review just as the university's affirmative action went into effect. The change from the previous, merit-based system significantly reduced the value of the young woman's Law Review achievement (Conti and Stetson 44-45)."
| |
|
Affirmative Action in the Medical Community, 2002.
Looks at the continuing debate over affirmative action programs and, in particular, affirmative action programs in the medical community.
857 words (approx. 3.4 pages), 5 sources, MLA, $ 30.95
»
Click here to show/hide summary
Abstract
This paper presents arguments on the advantages and disadvantages of affirmative action programs. Specifically, it looks at the arguments presented in favor of and in opposition to affirmative action in medical schools. A landmark legal case about affirmative action is reviewed, and the utilitarian view of affirmative action is stated. The paper concludes by asserting that, ultimately, affirmative action programs do more harm than good.
From the Paper
"COMMUNITY
America has a long history of racial segregation and gender discrimination and unfortunately most actions to resolve these ugly issues have resulted in a failure. The opponents of affirmative action programs maintain that this law is also one of those failed attempts. Affirmative action was developed to remove racial and gender discrimination problems by making merit the only criterion for selection thus promoting equal opportunities among qualified women, colored and disabled people. But it has been noticed that despite its good intentions, the law has failed to produce positive results because it is ironic that while the law aimed at removal of racial discrimination, it has resulted in a new kind of racial segregation, which can be called ?reverse racism?"
| |
|
Affirmative Action and the United States Constitution, 2005.
An examination of the current issue of affirmative action and equal opportunity employment. Argues pros and cons of current legislation, how they may be violating constitutional rights and possible reforms.
800 words (approx. 3.2 pages), 4 sources, MLA, $ 28.95
»
Click here to show/hide summary
Abstract
This paper is mainly argumentative in nature, but also thoroughly analyzes the pros and cons of the issue, as well as compares and contrasts views of both sides. The main argument is that current laws regarding affirmative action in the workplace may be seen as unconstitutional. The paper touches on important related issues such as reverse discrimination and constitutionality of other related laws. It concludes with a variety of ways that law reforms could make these policies more Constitution friendly. The paper also includes a brief summary and history of the U.S. Constitution.
From the Paper
"So what exactly is unconstitutional about affirmative action? Some may argue that Amendment XIV should be interpreted to mean that equal rights is one of the privileges of being an American citizen, no matter what color or gender. If everyone has the same rights, why does affirmative action have the power to force schools and employers to choose one over another? After all, free enterprise and freedom of opinion are the main factors that make America envied by most other countries."
|
|
|
