Affirmative Action

Background

“The affirmative-action approach President Johnson proposed in that speech was to be a moral and policy response to the losses, both material and psychological, suffered by African Americans during and after the time of slavery: “We seek not just freedom but opportunity—not just legal equity but human ability—not just equality as a right and a theory, but equality as a fact and as a result.” Johnson’s speech was followed in 1965 by executive orders aiming “to correct the effects of past and present discrimination.” Universities and colleges across the land soon adopted affirmative-action policies. More than 45 years have passed since that June afternoon on the Howard campus. What is the fate of Johnson’s triumphant vision in the world we now occupy?” (Chace)

“Affirmative action is one of the most controversial government interventions in the labor market since the abolition of slavery. In recent years, two major criticisms of affirmative action have found prominent voice. The first is that affirmative action does not work; therefore, we should dispose of it. The second is that affirmative action does work; therefore we should dispose of it.” (Leonard 47-63)

What is Affirmative Action?

According to the textbook, the thirteenth edition of Human Resource Management, the definition of affirmative action is, “the hiring of groups of people based on their race, age, gender or national origin” (Mathis and Jackson 80). Employers do this to give off the appearance that they do not discriminate against any groups of people. This comes with pros and cons, where basically it is all based on one’s opinion and how they feel about the topic. One person may totally agree with this policy while another may think that it is not a good idea. It is all based on opinion. Not all organizations practice affirmative action, but many do.

Affirmative Action Policy (AAP)

An affirmative action plan is defined as, “a document reporting on the composition of an employer’s workforce, required for federal contractors”. (Mathis and Jackson 81)

For reference, below is a link to a sample affirmative action plan.

http://www.dol.gov/ofccp/regs/compliance/pdf/sampleaap.pdf

Pros of Affirmative Action: Why is it necessary?

• “Affirmative action  is needed to overcome past injustices or eliminate the effects of those injustices” (Mathis and Jackson 81)
•  “Affirmative action creates more equality for all persons, even temporary injustice to some individuals may result” (Mathis and Jackson 81)
•  “Raising the employment level of protected-class members will benefit U.S. society in the long run” (Mathis and Jackson 81)
•  “Properly used, affirmative action does not discriminate against male or whites”  (Mathis and Jackson 81)
•  “Goals indicate progress is needed, not quotas” (Mathis and Jackson 81)

Cons of Affirmative Action: Why isn't it necessary?

• “Affirmative action penalizes individuals (males and whites) even though they have not been guilty of practicing discrimination” (Mathis and Jackson 81)
• “It is no longer needed as an African American has been elected president” (Mathis and Jackson 81)
•  “Affirmative action results in greater polarization and separatism along gender and racial lines” (Mathis and Jackson 81)
• “Affirmative action stigmatizes those it is designated to help”  (Mathis and Jackson 81)
• “Goals become quotas and force employers to “play by numbers” (Mathis and Jackson 81)

Effects of Affirmative Action 

Affirmative action is intended to help people and accompanies but it may in fact be hurting both.

“The idea that affirmative action might harm its intended beneficiaries was suggested as early as the 1960s, when affirmative action, a phrase introduced by the Kennedy administration, began to take hold as government and corporate policy. One long-simmering objection to affirmative action was articulated publicly by Clarence Thomas years before he joined the Supreme Court in 1991. Mr. Thomas, who has opposed affirmative action even while conceding that he benefited from it, told a reporter for The New York Times in 1982 that affirmative action placed students in programs above their abilities. Mr. Thomas, who was then the 34-year-old chairman of the Equal Employment Opportunity Commission, didn’t deny the crisis in minority employment. But he blamed a failed education system rather than discrimination in admissions. “I watched the operation of such affirmative action policies when I was in college,” he said, ‘and I watched the destruction of many kids as a result.’” (Slater)

“Scholars began referring to this theory as “mismatch.” It’s the idea that affirmative action can harm those it’s supposed to help by placing them at schools in which they fall below the median level of ability and therefore have a tough time. As a consequence, the argument goes, these students suffer learningwise and, later, careerwise. To be clear, mismatch theory does not allege that minority students should not attend elite universities. Far from it. But it does say that students — minority or otherwise — do not automatically benefit from attending a school that they enter with academic qualifications well below the median level of their classmates.” (Slater) 

My Opinion 

Personally, I believe that there is an upside and a downside to affirmative action. While I think that it is really important to have a vast amount of different people in the workplace, I don’t think that should be a reason for hiring someone for a job. If it came down to two candidates, I think that the manager that is hiring should choose the person that is most qualified for the position, regardless of their race, gender, etc. So overall, if I had to choose, I would vote no to affirmative action. I have listed the reasons below on why I feel that affirmative action is not necessary and may be a bad idea.

I believe that affirmative action is not needed because:

• While it is put in place to prevent discrimination, people are still offended when it takes place and see that act as discriminatory
• An employer may not end up choosing the best possible fit for the job, if they are of a different race or culture that is just a bonus. It should not be a basis for hiring an employee. You should base it on skill sets, past experience, and work integrity.
• We have overcome segregation issues years ago, this is not something that we should be worrying about when running a business

References 

Chace , William M. . "Affirmative Inaction ." American Scholar . (2011): n. page. Web. 27 Nov. 2013. <http://theamericanscholar.org/affirmative-inaction/

Leonard, Jonathan S. . "The Impact of Affirmative Action Regulation and Equal Employment Law on Black Employment ." Journal of Economic Perspectives. 4.4 (1990): 47-63. Print. <http://isites.harvard.edu/fs/docs/icb.topic185351.files/leonard2.pdf>.

Mathis , Robert L. , and John H. Jackson . Human Resource Management . 13th ed. . Mason : South-Western Cengage Learning , 2011. Print.

Slater , Dan . "Does Affirmative Action Do What It Should?." New York Times 16 MAR 2013, Sunday Review n. pag. Print. <http://www.nytimes.com/2013/03/17/opinion/sunday/does-affirmative-action-do-what-it-should.html?pagewanted=1>.