The Pros And Cons Of Affirmative Action
Affirmative Action was appropriate in years past and was a solution to end discriminatory hiring practices, however, it is over thirty years old. It was designed to end discrimination, ensuring minorities would be hired in the workplace regardless of gender or race. There are many debates and challenges to change the current policy, as there are many arguments for and against it. From legal aspects, if a company wants to diversify its work force it will avoid hiring practices that come under public scrutiny or become a subject legality. From what I read it is illegal to fulfill quotas solely based on gender or race in order to comply with Affirmative Action programs. A company should consider looking beyond Affirmative Action. Valuing diversity and recognizing the differences among people in the company are no longer good enough.
…show more content…
These are called Diversity Paradigms, known as, Discrimination and Fairness Paradigm, Access and Legitimacy Paradigm, and the Learning and Effectiveness Paradigm. The Discrimination and Fairness Paradigm is the most common. A company recognizes that certain demographics of people have been underrepresented, to be fair the company wants to create equal opportunities in hiring procedures. The company’s motto is “we treat everyone the same”. To be successful you need to adapt and be like us, a team player. This does not change the rules but fosters a welcoming climate that is inclusive. Access and Legitimacy Paradigm recognizes the need to hiring different demographics that better reflect the company. This focuses on underrepresented demographics without any attention to the dynamics of privilege. The last, Learning and Effectiveness Paradigm recognizes that diversity is a real strength to the company. This recognizes the multiple perspectives that all employees bring and encourages different ideas to approach the work
These are called Diversity Paradigms, known as, Discrimination and Fairness Paradigm, Access and Legitimacy Paradigm, and the Learning and Effectiveness Paradigm. The Discrimination and Fairness Paradigm is the most common. A company recognizes that certain demographics of people have been underrepresented, to be fair the company wants to create equal opportunities in hiring procedures. The company’s motto is “we treat everyone the same”. To be successful you need to adapt and be like us, a team player. This does not change the rules but fosters a welcoming climate that is inclusive. Access and Legitimacy Paradigm recognizes the need to hiring different demographics that better reflect the company. This focuses on underrepresented demographics without any attention to the dynamics of privilege. The last, Learning and Effectiveness Paradigm recognizes that diversity is a real strength to the company. This recognizes the multiple perspectives that all employees bring and encourages different ideas to approach the work