Jordan Roberts Business Ethics Final
Jordan Roberts
Business ethics final
Affirmative actions plans are used to benefit society, it is a management tool designed to ensure equal employment opportunity. It includes the policies, practices and procedures the University implements to address underutilization in its workforce and to ensure that all qualified applicants and employees receive an equal opportunity for recruitment, retention, selection, advancement, training, development and every other condition and privilege of employment. Affirmative action goes beyond non-discrimination. Whereas equal opportunity is passive, affirmative action is positive, constructive action. The general premise underlying affirmative action is that absent discrimination, over time an employer's workforce, generally, will reflect the gender, racial, and national origin/ethnicity profile of the labor pools from which the employer recruits and hires its employees. Affirmative action attempts to compensate for past discriminatory practices by requiring federal contractors to engage in "good faith efforts" to expand outreach and recruitment of women, minorities, persons with disabilities and certain protected veterans, thereby making them aware of employment opportunities and providing access to be able to pursue such opportunities. I believe that this would be illegal as the university has a right to actively seek to recruit minorities to the school but it cannot discriminate against the non-minority students who would be discriminated by eliminating the remaining spots if the quota of 20 was not fulfilled. some employers voluntarily adopt affirmative action policies and will make an extra effort to hire a diverse workforce. Once a company adopts an affirmative action policy, they should follow it to avoid lawsuits from potential employees. There was a case in July 2013 which was called Fisher v Texas. In 2008, several high school seniors who had been denied admission at the University of Texas-Austin filed a lawsuit. The
Business ethics final
Affirmative actions plans are used to benefit society, it is a management tool designed to ensure equal employment opportunity. It includes the policies, practices and procedures the University implements to address underutilization in its workforce and to ensure that all qualified applicants and employees receive an equal opportunity for recruitment, retention, selection, advancement, training, development and every other condition and privilege of employment. Affirmative action goes beyond non-discrimination. Whereas equal opportunity is passive, affirmative action is positive, constructive action. The general premise underlying affirmative action is that absent discrimination, over time an employer's workforce, generally, will reflect the gender, racial, and national origin/ethnicity profile of the labor pools from which the employer recruits and hires its employees. Affirmative action attempts to compensate for past discriminatory practices by requiring federal contractors to engage in "good faith efforts" to expand outreach and recruitment of women, minorities, persons with disabilities and certain protected veterans, thereby making them aware of employment opportunities and providing access to be able to pursue such opportunities. I believe that this would be illegal as the university has a right to actively seek to recruit minorities to the school but it cannot discriminate against the non-minority students who would be discriminated by eliminating the remaining spots if the quota of 20 was not fulfilled. some employers voluntarily adopt affirmative action policies and will make an extra effort to hire a diverse workforce. Once a company adopts an affirmative action policy, they should follow it to avoid lawsuits from potential employees. There was a case in July 2013 which was called Fisher v Texas. In 2008, several high school seniors who had been denied admission at the University of Texas-Austin filed a lawsuit. The