and must have an acceptably diverse workforce. BACKGROUND To understand the role and/or goals of affirmative actions programs we should define what the broad definition of what affirmative action is and what caused its development. The phase "affirmative a

ns, and contracts" (1998). With that being said, women and minorities cannot possibly have a fair chance in today's society without positive affirmative action programs. However, with affirmative action, it has been noted that their incentives to achieve success may be decreased because "preferential treatment can lead to the patronization of minorities and women workers and students. By "patronization" I mean the setting of a lower standard of expected accomplishment because of the belief that these people are not as capable of meeting a higher standard" (Loury, 1997). With a white male dominated workforce, negative public perceptions, and low self-esteem of applicants, affirmative action offers a solution for race and gender equity. Further stated, everyone in America should be afforded equal opportunity. If this cannot be achieved voluntarily, then we must continue to take action to remedy these situations. Opponents of affirmative action won a landmark victory, in 1998, wi!

the history of discrimination in the United States, certain groups are viewed as disadvantage in the current marketplace. Thus affirmative action laws impose temporary requirements to correct underutilization of these groups (e.g., goals and timetables for increasing the number of minorities and women in a facility)" (Gutman, 1993, p.9). Prior to these laws and the Title VII law, the U.S workforce was primarily dominated by white males. Although, still somewhat white male dominated, quotas that were designed through affirmative action programs have helped achieve some representation of women and minorities in the current work force. Some remedies brought about through affirmative action programs include goal setting, quotas, and timetables. GOALS AND QUOTAS The term goal "refers to specific outcomes which, when achieved, will result in equal employment opportunity and equitable representation" (Hall & Albrecht, 1979, p.47-78). Goals and hiring quotas vary somewhat in their fu!

gton". Another example of how affirmative action works for the disadvantaged can be found in Hayward, California. Bonnie Kellogg was admitted into the government's Small Business Administration program that gives her company competitive advantages in its quest for government and large corporate contracts. Prior to 1995, Kellogg's chances of getting into this program, officially known as the 8(a) Business Development program, would have been slim to none. However, in 1995 court ruling stemming from a law suit by a white business owner alleging "reverse discrimination" relaxed government standards. This ruling as allow for whites, Egyptians and Iranians, who fall outside the SBA's minority designation easier access to the program. This relaxation of the rules as helped non-minorities business owners greatly. Report K. Oanh Ha of the Knight Rider Tribune finds a, a big statistical change. From 1968 until mid-1998, only 40 businesses owned by whites and non-minorities out of 13,40!

0 firms nationally were admitted, were admitted into the 8(a) program. So far this year, 74 non-minority companies have been admitted. (1999) SENORITY Seniority must be examined because in my opinion it is the most widely used preferential treatment policy in the American workplace? With affirmative action being view as preference by many Americans and seniority being an unchallenged "rule-of-thumb." In an article by Paul Rockwell he explains, "The seniority system may be legitimate, but it is no less preferential in its execution than affirmative action. When layoffs take place by seniority, many highly skilled women, many well-qualified people of color, among others, are bumped out of their jobs by less qualified older white males. In a seniority system, the last hired is the first fired, whether the employee is more skilled and competent than an employee protected by seniority. (1999)." Richard Lester, author of Manpower Planning, believes that seniority places less qualifi!

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Some common words found in the essay are:
Educational Progress, Hall Albrecht, Title VII, African Americans, affirmative action, Veterans Affairs, INTRODUCTION Considering, Finally Affirmative, America American, UC Berkeley, Barbara Bergmann, action programs, affirmative action programs, women minorities, opponents affirmative, opponents affirmative action, people color, title vii, preferential treatment, hall albrecht 1979, seniority system, outreach programs, public sector, white male dominated, affirmative action program,
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