Affirmative action is a Civil Right Movement that was put in place in 1960 with the aim of offering equal opportunities to women, persons with disabilities and the marginalized groups in employment and education sector. It mainly focused on opportunities, in the sense that it created programs which would break down the visible and unseen obstacles to make the playing field favorable to everyone, to access equal breakthrough. The action was not meant for Action and assures similar outcome; however, the representation of women, African Americans and disabled persons would be seen in the national workforce. The essay, therefore, has the goal of answering the question with respect to whether Affirmative Action has consistently and effectively generated a more productive and robust workforce (Bean, 2015).
Over the most recent forty years, Affirmative Action has gotten significant progress. The absolute majority of women and minority groups have had more exceptional access to opportunities in the world of business notwithstanding the fact that the program needs to advance such activities to such an extent that each will have an equal shot at reasonable compensation and higher-level employment. Moreover, the Supreme Court supported the program highlighting that a more substantial part of abilities and expertise required in the worldwide commercial center can be accomplished through presentation to generally differing society, ideologies and individuals (Bean, 2015). Governmental policy regarding minorities in society has additionally extended the ability pool where the businesses have developed in the previous years. Most organizations have recognized that different workforce involving women and minorities has led to increased profitability and performance (Bean, 2015). For instance, the Bipartisan Glass Ceiling Commission brought up that organizations that were devoted to advancing and procuring the less advantaged in the general public had higher annualized returns as opposed to those with intact discriminatory limitation.
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President Kennedy made Affirmative Action become federal law in the labor market in 1961 with the mandate that government contractors employ Affirmative Action by ensuring that applicants get hired, and the employees are not discriminated against during employment by their race, sex, national origin, creed, color or disability. Applicants and employees, therefore, would receive equal opportunity during recruitment, selection, and advancement of any other benefits that relate to employment. Approaching Affirmative Action with the assistance of a powerful management tool brings about the positive presence of the action thus eliminating discriminations (Kurtulus, 2015). The Depart of Labor which is a branch of Office of Federal Contract Compliance Program (OFCCP) has been active to execute the Executive Order 11246 whose goal is to ensure equal representation of women and minorities in labor market.
However, the Executive Order 11246 was amended by President Barrack Obama in July 2014 where additions were made on the prohibition against discrimination due to one’s sexual orientation and gender identity. President Obama pointed out that people were still being discriminated against, and several lost their jobs not because they were incompetent but because they were lesbians, gay, bisexual and transgender (LGBT). Therefore, he signed executive orders that prohibit discrimination in the employment sector due to sexual orientation and prohibition of companies that receive contracts from the federal government from discriminating against LGBT employees (Obama, 2014). There has been significant progress with 18 states Virginia included in ensuring the law functions fully. Affirmative Action is therefore consistent and effective in promoting equality in the workforce since after the 2014 amendment almost 500 companies in the US put in place the nondiscrimination policies.
Governmental policy regarding minorities in society is a work in advance that has been reliably and adequately used to make a more gainful and robust workforce. No doubt if a large number of governmental policy regarding minorities in society laws and different guidelines were not set up, it would be good old boy network in many companies and organizations with the nation. Several minorities and women would not get employment all if these policies were not set up. Minorities deal discrimination of some kind every day whether unpretentious or not all that unobtrusive. President Obama is attempted to make everything fair by trying to increase the pay for low earning government workers. Other states have taken after his lead. If there is change to be had then individuals must stand firm and go out and vote in favor of those people who have their best interest as a fundamental goal (Kurtulus, 2015).
Affirmative Action operates positively to ensure that individuals with diversity are incorporated into the organization workforce to change the organizational culture. Therefore, an organization that promotes diversity in the workforce benefit from this diversity since involves people with varying culture, background and experiences. The equal opportunity policy, therefore, drives affirmative Action. The same opportunity policy gives everyone a chance to prove their capabilities workforce without discrimination. Women and minority groups have been the beneficiaries of the plan. For a long time, they have been discriminated against when it comes to employment which has been a hindrance to them in realizing their full potential. Organizations which have ensured that women and individuals from the minority groups become part of the organization promotes’ the policy of equal opportunity (Kurtulus, 2015).
Reference
Bean, J. (2015). Big Government and Affirmative Action: The Scandalous History of the Small Business Administration. University Press of Kentucky.
Obama, B. (2014). Statement by the President. The White House, 7.
Kurtulus, F. A. (2015). The impact of affirmative action on the employment of minorities and women over three decades: 1973-2003.
