AFFIRMATIVE ACTION IN THE WORKPLACE
Affirmative Action in the Workplace
Many factors contribute to workplace discrimination. Such factors differ based on culture and types of industry and sector among others. Several advocates demanded government in local, national and international levels to acknowledge the problem and propose immediate action plans to which one is employment equity and affirmative action measures. Different laws pointed out that those employers must have employment equity plans that demonstrate objectives, affirmative action measures, timetables, duration, procedures and the responsibilities of the employers. Affirmative action refers to “a positive, corrective tool intended to assist people who have been discriminated against” hence it serves as a strategy that is geared toward achieving employment equity.
Affirmative action generally refers to the elimination of barriers towards equality for women in the workplace. Affirmative action integrates policy and practices implementation which aims in access to employment opportunities and in terms and conditions of employment including pay. The contributing factors to workplace discrimination include the position of women in the workforce, the valuing of jobs and the relationship between the construct of paid work and women’s job choices and development.
The core principles of affirmative action apply to major categories as minorities, disabled and women. The focus is on integration of human capital with development, productivity and improved service delivery, cost effectiveness, communication and participation, relative disadvantage transparency and reasonable accommodation. In particular, affirmative action aimed on increasing the percentage of Black people and women in the management level.
Aims and Objectives
The study will seek to conduct the following:
- To review the concept of affirmative action in the US realistically and theoretically
- To demonstrate the importance of affirmative action in the workforce
- To conduct a meta-analysis on the existing literature
- To analyze and conclude affirmative action practices in organizations
- To recommend benchmark practices in implementing affirmative action
The following are the specific objectives of the study:
- To establish the practices of US companies in lieu with complying to affirmative action laws
- To distinguish affirmative action policies measures within US companies
- To identify the factors that contribute to the discriminatory (or non-discriminatory) conditions within these companies
- To determine the indicators of workplace discrimination in US companies
The research strategy that the study will utilize is the descriptive method. A descriptive research intends to present facts concerning the nature and status of a situation, as it exists at the time of the study. It is also concerned with relationships and practices that exist, beliefs and processes that are ongoing, effects that are being felt, or trends that are developing. In addition, such approach tries to describe present conditions, events or systems based on the impressions or reactions of the respondents of the research.
In this study, primary and secondary research will be both incorporated. The reason for this is to be able to provide adequate discussion for the readers that will help them understand more about the issue and the different variables that involve with it. The primary data for the study will be represented by the survey results that will be acquired from the respondents. On the other hand, the literature reviews to be presented in the second chapter of the study will represent the secondary data of the study. The secondary sources of data will come from published articles from contents of books, journals, theses and related studies and newspaper and magasines.
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