Steps may include: Advertising our open positions to attract a diverse candidate pool, including: Professional Organizations Publications Associations representing diversity groups Job Fairs The Department of Labor website Utilizing our professional networks Evaluate all open position job descriptions to ensure accurate detailing of the position, job duties and competencies, and required minimum qualifications.
Meet with HR to discuss our current placement goals as outlined by our current Affirmative Action Plan, discuss our current demographic make-up, and the current availability in the labor market based on census information to strategize on increasing outreach.
Closely monitor the diversity of our applicant pool. If you find that it is lacking, then consider increasing outreach efforts to protected classes. Campaigns in more recent years have expanded to make organizations and institutions more inclusive, pushing for greater gender diversity. Newer policies are also aimed at providing more access to opportunities for covered veterans and people with disabilities.
Affirmative action was enacted to provide underrepresented groups a more accurate representation within key roles in government, business, and academic positions. Efforts to stimulate such change can take the form of assistance to increase the opportunities available to underrepresented groups. This aid can include grants , scholarships, and other financial support earmarked to help those segments of the population gain access to higher education.
Hiring practices may be structured to require the inclusion of diverse candidates for job openings. Government agencies may decide to mandate that companies and institutions populate their ranks with a minimum percentage of qualified professionals from varying ethnicities, genders, and cultures.
Failure to meet such requirements could disqualify institutions from receiving government funding or being able to compete for public contracts. Many people confuse employment equity with affirmative action.
But there's a distinct difference between the two. Employment equity ensures that all individuals are treated equally while affirmative action actually supports those who have historically been denied opportunities. The implementation and continued practice of affirmative action policies have drawn strong support as well as staunch criticism.
One of the obvious benefits of implementing affirmative action policies is that it provides opportunities to people who otherwise wouldn't have them. This includes access to education for students who may be disadvantaged and employees who are normally blocked from rising up on the corporate ladder. Proponents of affirmative action say the effort must continue because of the low percentages of diversity in positions of authority, representation in the media, and limited acknowledgment of the achievements of underrepresented groups.
Opponents of affirmative action frequently call these efforts a collective failure, citing the tiny changes to the status quo after decades of effort as evidence of this.
The cost of such programs, coupled with a belief that affirmative action forces the populace to make unwarranted accommodations, drives a significant part of the opposition. Certain individuals cite that there is little to no bias in society, at least from their perspective.
In addition, they argue that affirmative action results in reverse discrimination, which can often lead to qualified candidates being overlooked in favor of hiring less qualified candidates that meet policy standards. Affirmative action is a very controversial topic and often leads to heated debates between those who support it and people who feel it doesn't benefit society. But is there a way to quantify how people feel and how it's working?
This is especially important given the issues surrounding race and identity in the United States and elsewhere. Many Americans feel positive about diversity and feel comfortable in the makeup of their communities, saying it positively impacts society as a whole.
But there is some divide when it comes to identifying race and ethnicity when it comes to hiring practices. These practices should only be based on, they say, someone's qualifications. The goal of affirmative action is to open up opportunities to individuals and groups that have historically been underrepresented or in some cases, barred from entering certain parts of academia, the government, and the workforce.
It also provides funding in the form of grants and scholarships to these communities. Policies were adopted to include those from different racial backgrounds and national origins. The policy has since expanded to include gender, sexual orientation, and various abilities. Affirmative action policies have helped diversify higher education. When the policy was first adopted, the student body at most higher academic institutions was primarily made up of white individuals.
But that's changed, leading to a more diverse network of students across the country. The Regents v. Bakke case changed affirmative action policies by striking down the use of racial quotas. The case was presented by Allan Bakke, who claimed he was denied admission to medical school at the University of California on two separate occasions because he was white. The Supreme Court ruled Bakke's favor, saying racial quotas were unconstitutional.
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