Mgt 434 - Affirmative Action Paper

Affirmative Action Paper

Blanca Cordova

MGT/434

April 25, 2016

Doreen Smith

Affirmative Action

Equal employment has always been a controversial topic that resulted in several laws to protect equal treatment for all.  Affirmative action has been a disputable subject for many over the years. Some feel it is not fair, especially when they think this action is based on race. Some feel it is necessary to ensure equal opportunities for all, which includes race, color, and gender. This paper discusses affirmative action, demonstrates why an action plan is needed for individual employees to be treated equal, why employers received these plans to execute within the organization, as well as the consequences if they choose not to.

Why Certain Employees Receive Affirmative Action Plans

         "Affirmative action programs are meant to break down barriers, both visible and invisible, to level the playing field, and to make sure everyone is given an equal break" ("Civil Rights: Affirmative Action," n.d.).  Based on the problems many minorities have experience through the years, the executive order 11246 was developed to make sure federal employees are also protected.  "Under the executive order all employers who are contracted with the federal government with goods and services must agree to and comply with the order not to discriminate in the hiring, termination, promotion or pay of employees based on an individual's race, gender, religion, or national origin" (Bennett-Alexander & Hartman, 2014, p. 223).  This order is meant for everyone to have the same chance to get a particular position in a company based on the prospect's qualifications, and how effective they will be for the post. Affirmative action plans are used to guide the employer in the hiring process, especially when they feel some employees are under-represented.

Actions That Must Be Taken by Employers Receiving an Affirmative Action Plan

Private sector companies are not required to follow executive order 11246.  "Some employers voluntarily implement affirmative action in the workplace (Bennett-Alexander & Hartman, 2014, p. 232), in good faith to make an effort to ensure the employees that perhaps have been excluded in the hiring process or internal company advancement.   The company can extend job offers to groups that have not been reached before, to take part of the organization.  Hire a new group of people that they have not recruited before.  Implementing mentoring programs and training for current employees to become managers.  Government agencies must render this order while hiring new employees as well as promoting them.