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.
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It is not all about changing the represented balance of the various demographics of people in the company. It’s about laying a hiring foundation based on equality and merit. Affirmative Action cannot be left to stagnate if it’s to meet its’ fundamental mission. There are three alternative approaches to Affirmative Actions that a company can use to diversify its company.
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
process. As Affirmative Action has endured legal challenges in the courts over the years. The danger of complacency are demonstrated by the problems Affirmative Action attempted to solve. Thirty years later, companies have different hiring protocols and behavior standards in the workplace. From my research, one of the biggest arguments and public view is, that Affirmative Action is discriminatory toward white males. With Affirmative Action being over thirty years old and new alternative programs exist, it may be time to review Affirmative Action. Affirmative Action may not be as effective to increase diversity as new methods exist.
It is not all about changing the represented balance of the various demographics of people in the company. It’s about laying a hiring foundation based on equality and merit. Affirmative Action cannot be left to stagnate if it’s to meet its’ fundamental mission. There are three alternative approaches to Affirmative Actions that a company can use to diversify its company.
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
process. As Affirmative Action has endured legal challenges in the courts over the years. The danger of complacency are demonstrated by the problems Affirmative Action attempted to solve. Thirty years later, companies have different hiring protocols and behavior standards in the workplace. From my research, one of the biggest arguments and public view is, that Affirmative Action is discriminatory toward white males. With Affirmative Action being over thirty years old and new alternative programs exist, it may be time to review Affirmative Action. Affirmative Action may not be as effective to increase diversity as new methods exist.