Affirmative Action. a Controversial Topic
Affirmative Action
XX
MGT 434
March 31, 2012
XX
Affirmative Action
After the introduction of affirmative action, the perception has become a controversial topic. Many individuals confuse affirmative action with the Equal Employment Opportunity and the Civil Rights Act of 1964, even though each share similar ambitions and motivations, each aspect is slightly different from the other. This paper investigates the essentials of affirmative action as it relates to the private and public sector employers, how Title VII prevents discrimination and creates equality. The paper will also investigate what employers are subject to an affirmative action plan, how the affirmative action plan affects the employer, and the repercussions if the employer fails to meet or comply with the affirmative action plan goals.
Affirmative Action Relation to Private and Public Sector Employees
The intentions of affirmative action plans are to organization the behavior confidently of both the public and private sector employees. Several laws only pertain to private employers, whereas several others only pertain to employment agencies, public sector employees, and educational institutions. The laws take into consideration the number of employees working at an organization as well as the number of employees in each of the organization’s locations. Organizations should make a conscious decision to prevent discrimination ethically throughout the workplace. “An affirmative action plan (AAP) consists of statistical analysis of the employer’s under utilization of individuals from certain protected classes and includes the steps that will be taken to improve their representation in the employer’s workforce” (Personnel Policy Service, 2012, p. 1). Affirmative action plans are either by court order or voluntary; but the purpose of affirmative action plans are to give minorities the opportunity to not experience discriminations, which took place in the past.
Title VII Discrimination
XX
MGT 434
March 31, 2012
XX
Affirmative Action
After the introduction of affirmative action, the perception has become a controversial topic. Many individuals confuse affirmative action with the Equal Employment Opportunity and the Civil Rights Act of 1964, even though each share similar ambitions and motivations, each aspect is slightly different from the other. This paper investigates the essentials of affirmative action as it relates to the private and public sector employers, how Title VII prevents discrimination and creates equality. The paper will also investigate what employers are subject to an affirmative action plan, how the affirmative action plan affects the employer, and the repercussions if the employer fails to meet or comply with the affirmative action plan goals.
Affirmative Action Relation to Private and Public Sector Employees
The intentions of affirmative action plans are to organization the behavior confidently of both the public and private sector employees. Several laws only pertain to private employers, whereas several others only pertain to employment agencies, public sector employees, and educational institutions. The laws take into consideration the number of employees working at an organization as well as the number of employees in each of the organization’s locations. Organizations should make a conscious decision to prevent discrimination ethically throughout the workplace. “An affirmative action plan (AAP) consists of statistical analysis of the employer’s under utilization of individuals from certain protected classes and includes the steps that will be taken to improve their representation in the employer’s workforce” (Personnel Policy Service, 2012, p. 1). Affirmative action plans are either by court order or voluntary; but the purpose of affirmative action plans are to give minorities the opportunity to not experience discriminations, which took place in the past.
Title VII Discrimination