Affirmative actions are the ‘social programs’ that help many individuals that were mistreated in the past in the form of injustice and inequality. These programs help them to recover with what all they went through in the past. Especially they were more helpful for the poor people‚ African-Americans and other disadvantaged minorities including women that were treated unfairly due to their differences such as their ‘age’ and ‘sex.’ To this‚ some people had argued that simple justice is requiring for
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legislation such as Affirmative Action (AA) and anti-discrimination laws have had their pitfalls‚ they have also had merit in
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The benefits of affirmative action will yield side effects counter to America’s battle with discrimination. In an article by Millery Polyne‚ two main reasons for eliminating affirmative action are discussed. One: Affirmative action often excludes students or employees from admittance or jobs because of a minority quota that must be met. The classic Supreme Court case of Bakke v. University of California gives the best example of this. In the case‚ Wayne Bakke was denied entry into medical school
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Diversity Management: A New Organizational Paradigm The article in review explains the concept of diversity in management versus the notion of Affirmative action. Affirmative action (AA) was formed to counter the effects of a history of discrimination. AA was formed to increase the representation of women and minorities in areas of employment‚ education and business from which they have been historically marginalised. However‚ AA has devalued the accomplishment of people who are chosen based on
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4. I believe there are multiple kinds of argument against racial and sexual job discrimination‚ which include the Civil Rights Act of 1964‚ the Executive Order 11246‚ and the Equal Employment Opportunity Act of 1972. There is also the argument against racial and sexual job discrimination based on Utilitarianism‚ Rights‚ and Justice. The Utilitarian argument states that jobs should be assigned based on skills and personality traits‚ if it advances public welfare. Discrimination creates inefficiency
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One way that affirmative action can be reformed is if our government used socioeconomics-based policies. These class-based policies can be an effective way to make sure that there will still be racial and socioeconomic diversity (Kahlenberg & Potter‚ 2014). Individuals that come from poverty‚ drug addicted parent(s)‚ alcoholic parent(s)‚ broken homes‚ etc.‚ and have overcome these obstacles by excelling in academics and scoring high on tests should be given an opportunity to change their life circumstances
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divisive issues involving admissions is race. As on many issues involving race‚ whites and blacks have different opinions regarding which race currently fares better in the college admissions process The majority of whites (54%) tend to view affirmative action programs as giving preferential treatment to minorities in work and education‚ while the majority of blacks (65%) generally think that they mainly ensure access for minorities that they otherwise might not get... The number of white Americans
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Affirmative Action should be both class and race ‚ because based off of the size of the poor population increasing; there is a wider majority of people with different backgrounds. By accepting college students based off their wealth it would bring in a vast population
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Reservation System in India The concept of reservation was enshrined in the Constitution to allow the so-called deprived classes to come at par with the so-called privileged ones. The Constitution of India allows this kind of positive discrimination in order to bring about equality of opportunity and status in the society. The founding fathers had never intended Reservation to be a temporary phenomenon. Reservations to the underprivileged were to be extended until they were uplifted socially and
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Reverse discrimination Affirmative action is not the source of discrimination‚ but the vehicle for removing the effects of discrimination. The Labor Department report found less than 100 reverse discrimination cases among more than 3‚000 discrimination opinions by the U.S. District Court and the Court of Appeal between 1990 and 1994. Discrimination was established in only six cases. The report found that‚ "Many of the cases were the result of a disappointed applicant . erroneously assuming that
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