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Affirmative Action Essay

1191 words - 5 pages

Affirmative action is thought of by a number of people to be part of Title VII. Although Title VII has affirmative action as part of the statutory resolutions, affirmative action is actually a requirement imposed by Executive Order . The Executive Order was endorsed by President Franklin D. Roosevelt on June 25, 1941. The order only applied to defense contracts. This order went through many changes before President Lyndon B. Johnson signed the current version into law on September 24, 1965. This paper will discuss affirmative action as it applies to public sector and private sector employers, and how it interacts with Title VII requirements, what employers are subject to affirmative action plans and why? This paper will discuss what do the plans require employers to do and what are consequences for non-compliance.Affirmative Action Regarding Public and Private EmployersAlthough Title VII prohibits discrimination in employment, it does not impose affirmative duties on the employer. Affirmative action does not apply to all employers. In fact, affirmative action only applies to about 20% of the workforce. Equal employment opportunity is a policy of nondiscrimination in compliance with legislation prohibiting every type of discrimination based on race, color, sex, religion, and national origin. The equal employment opportunity bans discrimination in employment in all public and private sector companies that have 15 or more employees.Affirmative action goes one-step further by necessitating employers to achieve a balanced representation of employees. Both the equal employment opportunity and affirmative action work towards justice for all employees. Some differences between equal employment opportunity and affirmative action in the workplace are affirmative action necessitates employers to make certain that they are achieving goals of equivalence while equal employment opportunity does not require employers to assess whether their organizational practices are producing unintentional discriminatory effects. In addition, affirmative action requires employers to monitor progress while there are no set procedures for monitoring progress in equal employment opportunity. Affirmative action necessitates an employer's objectives be based on specific categories like race, gender, and disability, but equal employment opportunity does not look at these categories and has no system for assessing outcomes.What Employers are Subject to Affirmative Action Plans and Why?Normally certain federal contractors and subcontractors are obligated to construct affirmative action strategies. Three federal laws oblige contractors to have written Affirmative Action Plans. These laws are the Executive Order 11246, the Rehabilitation Act, and the "Vietnam Era Veterans'' Readjustment Assistance Act. Contractors and subcontractors with annual federal contracts of $50,000 or more and at least 50 employees are required to have written affirmative action strategies. These strategies...

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