Affirmative Action: Justified or Unwarranted?
Jack and Diane are both applying for a job in the advertising division of a leading national magazine. Both of these applicants graduated from very reputable colleges. Diane achieved a solid B average while Jack was rated slightly higher. Both ranked in the top one-third of their graduating class. Jack worked for a relative in a family owned advertising agency over the summer. Diane, who had to help out with her younger sisters and brothers, took some required classes over the summer so she would have more free time during the school year. She has no advertising experience. Jack and Diane are both called in for an interview. The personnel officer notes that both seem intelligent, hard working, and in need of the job. Because of Jack's experience in advertising and higher grade point average, he ranks slightly higher than Diane. Who gets the job? That depends on the company they are interviewing with. In the past Jack would have received the job right away, regardless of rating. Two main reasons being because Diane is a woman, and because she is black. Until recently the firm wouldn't have even considered hiring her, except possibly for a clerical
Still, others note that it is very difficult to determine who or what group has been discriminated against. An employer or admissions officer might recruit minorities by placing ads in women or minority magazines in an attempt to increase their diversity (Woods 14). An employer might promote or even implement training programs for its minority workers to help diversify the high end of its company ladder. Universities and colleges are one of the biggest users of the affirmative action plan. It is important to note that most colleges accept anybody. These universities are known as public schools. Affirmative action during the admissions process doesn't really come into play until private colleges are studied. Only 20-30% of all colleges are in this category (Bowen and Bok 19). This is a high enough percentage to note how affirmative action works during the admissions process. As with any controversial topic, there is always two ways of looking at the subject. Most of the time, both sides think that they are the right one. By looking at both supporting and opposed views, you may be able to be swayed to one side of the table. In 1964, The civil rights act was enacted. Title VI of the act called for a ban of discrimination in all public places (Fear and Ross 55). With the civil rights movement strengthening, this article had more power behind it then the earlier Kennedy order. Unlike Kennedy's presidential order, This act was accepted and passed by the government. In an analysis of complete loss or gain, it was shown that the selection of poor personnel could cost a company paying an average of $13,000 per year, a loss of $5,000 per poor worker (5). There are many different ways affirmative action plans can be operated. Most of these plans differ tremendously from company to company. Some of these plans are implemented voluntarily (Summit). Others may be instituted by court order, and yet others are put into place to satisfy the demands of the government (Woods 10). The companies who institute a plan for the government are doing so to retain good government report and to continue to receive governmental grants (Summit).
Some common words found in the essay are:
Fear Ross, Bowen Bok, Jack Diane, Programs OFCCP, Unlike Kennedy's, John Kennedy, affirmative action, Summit Supporters, Affirmative Action, EEOC EEOC, Title VI, bowen bok, class action, minority workers, affirmative action plans, opposed views, woods 10, hiring qualified, fear ross, admissions process, action lawsuits, class action lawsuits, affirmative action plan, affirmative action admissions, average white test,
Approximate Word count = 2767
Approximate Pages = 11 (250 words per page double spaced)
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