HUM/100 Version 3/Early Civilizations Matrix
Instructor: Dr. Daniela Portuese
Due: Sunday September 2, 2012
The purpose of this paper is to review the subject of affirmative action, and the policies that go along with it. The paper will be recommending to a board of directors that their business implement affirmative action policies. This argument will be supported by points and facts that are in favor of the implementation. It will also fairly discuss points against the implementation of affirmative action. The paper will cover points about how affirmative action policies relate to compliance with the equal opportunity laws. Before getting to far ahead, it is important to make sure that there is a valid understanding of what affirmative action actually is, and what its policies stand for. What is affirmative action?
Affirmative action means that steps are taken to help increase the representation of women, and other minorities in areas like education, employment, and business. These are all areas from which they have typically and historically been excluded. It is when these steps involve preferential treatment or selection based on gender, race, and ethnicity then the concept of affirmative action becomes controversial (Affirmative Action, 2001). History of affirmative action
In 1961, then President John F. Kennedy issued executive order 10925 against American Lexicon. The order gave the first mention of affirmative action. The purpose of the order was to end discrimination within the business (Nittle, n.d.). Next, three years later in 1964, The Civil Right Act came out. The goal of the Civil Right Act of 1964 was to stop employment and public accommodations discrimination (Nittle, n.d.). Following the Civil Right Act of 1964, President Lyndon Johnson, who took office after the assassination of John F. Kennedy, issued executive order 11246. This order required federal contractors to practice affirmative action, to help develop diversity within the workplace and help end race based discrimination, and other forms of discrimination (Nittle, n.d.).
Before these amendments were signed into action, you had other key events that took place as well. For example, the case of Brown v Board of Education. This case was about an African American girl who wanted to attend a white public school, and was denied admittance. This case helped overturn a prior case Plessy v Ferguson. Plessy v Ferguson stated that a separate but equal America was constitutional (Nittle, n.d.). Brown v Board overturned that case by ruling that discrimination is a key aspect of racial segregation. Which meant that it violated the 14th Amendment (Nittle, n.d.). This decision started the countries goal to promote diversity in schools and various other places (Nittle, n.d.). This was a very important legal, as well as ethical case. It helped kick start the changes to people's thought processes. Why affirmative action?
Now that a bit of history on affirmative action has been covered, it is important to look at why affirmative action policies should be put into action at your company. Affirmative action would be very beneficial to your company for many reasons. It allows for a more diversified workplace, it is a way to allow all races to have equal rights, it shows that everyone has the ability to be great at their job, that people can be more productive by sharing various thoughts, plans, and ideas for the betterment of not only the company, but themselves as well, regardless of their gender, race, or ethnicity.
This company should hire people based on things like their level of experience and skill, and whether they have the aspects necessary for that position. The hiring process should not be based on the person's racial or ethnic background, or whether they are a male or a female. People should be...