24 Important Statistics on Affirmative Action in the Workplace
Latham: First, opponents have used the rare instance of abuse as a means of attacking its underlying legitimate purposes. The most extreme example of affirmative-action abuse often used to criticize it is the so-called unqualified minority or woman being hired or selected for promotion over a non-minority or male. In my experience working with companies and hiring managers, this very seldom occurs. When affirmative action is properly utilized, companies expand their outreach, recruit from a larger labor pool, institute minority- and female-friendly policies and practices to assist in and and, thereby, make it more likely that highly qualified minorities and women will be identified, considered and selected for open positions and promotions. Even OFCCP affirmative-action regulations do not permit racial preferences in employment; they merely encourage both the elimination of barriers to equal opportunity and expanded outreach. Thus, it has been either a misunderstanding or a misrepresentation of the true application of affirmative action in the workplace that has led to its stigma.
Affirmative Action in the workplace –Adarand v
There is a chance the ruling, regarding the case of a student denied admission to the university, will undercut the legality of affirmative action programs beyond the education realm. But because affirmative action isn't being directly challenged, both the outcome and significance are unclear. In fact, the ruling of this case could have no effect on affirmative action in the workplace at all.
Thus, preferential affirmative action in the workplace served thesame rationale as the non-preferential sort. Its purpose wasnot to compensate for past wrongs, offset unfair advantage,appropriately reward the deserving, or yield a varietyof social goods; its purpose was to change institutions so they couldcomply with the nondiscrimination mandate of the Civil Rights Act.