Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Impact of affirmative action on society
The influence of affirmative action
Impact of affirmative action on society
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Impact of affirmative action on society
The four major workforce changes over next five years in the workforce are as follows: gender, age, diversity, and family-focused. In addition, the public workforce transformation is a result of changes in the laws and executive orders, such as the Executive Order 10925, Executive Order 11374, Equal Opportunity laws, Execute Order 8802, and Civil Rights Act. Furthermore, the combination of legal changes and executive orders preventing discrimination based on race, gender, religion, color, and national origin in recruiting, hiring, and firing allowed for more women and other minorities to enter the public sector workforce. As a result, workforce demographics are changing and continue to change as more women, Blacks, Asians, and Hispanics enter the public workforce. In 2004 the U.S. Office of Personnel Management, reported that the “federal workforce comprised of 44% women, 16.9% African American, 7.3% Hispanic, 5% Asian/Pacific Islander, and 2.1% American Indian/Alaska Natives. Additionally, the proportion of Hispanic federal workers grew by 50% and other minorities by 10% between 1994 and 2004” (Choi, 2010, p. 303). Furthermore, the workforce is aging on average, “46.3 % of all government workers are 45 years old or older and represent more than 50% of all government jobs requires specialized training, education, or job skills" (Jacobson, 2010, p. 356). As older workers retire, the traditional views and values of work changes, while the older generation focused on work-related values and career, the younger generation seek a balance between work and family. According to Harding (2000) and Hankin (2005), “younger workers seek a more spiritual workplace that emphasizes personal integrity and accountability, and less ... ... middle of paper ... ...8327959 Roberts, R. N. (2012). The deconstitutionalization of academic freedom after Garcetti v. Ceballos ? Review of Public Personnel Administration, 32(1), 45-61. doi:10.1177/0734371X11421494 Selden, S. C., & Selden, F. (2001). Rethinking diversity in public organizations for the 21st century : Moving toward a multicultural model. Administration & Society, 33(3), 303-329. doi:10.1177/00953990122019785 Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management, 37(4), 1262-1289. doi:10.1177/0149206310385943 Slack, J. D. (1997). From affirmative action to full spectrum diversity in the American workplace : Shifting the organizational paradigm. Review of Public Personnel Administration, 17(4), 75-87. doi:10.1177/0734371X9701700407
In attempts to comply with federal laws and in relation to fairness, organizations and business in the United States started increasing women’s representation and employment of people of color. These efforts resulted in a trend where women representation across all types of jobs increased while the workplace was characterized with people from different cultural backgrounds. Organizations and businesses sported multicultural and multilingual hues that resulted in a paradigm shift in the concept of workplace diversity (Srikrishna,
Affirmative action is a label for a large range of programs, but all of these methods began for one reason: as a way to fight racism. There were voluntary efforts and mandatory laws enacted in order to accomplish this feat (Wu par 6). It was begun under President Johnson with the Civil Rights Act of 1964 and was followed by his Executive Order 11246, both of which emphasized the fair treatment and employment of minorities. Two years later, women were added to the list. Today affirmative action benefits women, racial and ethnic groups, and the physically, mentally or emotionally disabled to the detriment of white males (“affirmative action” par 1). Due to affirmative action’s efforts, doors have been opened allowing for the equalizing of opportunity in the United States, seen in the types of people working in places such as police and fire departments, as w...
Cañas, K. A., & Sondak, H. (2014). Opportunities and challenges of workplace diversity: Theory, cases, and exercises (3rd ed.). Upper Saddle River, NJ: Pearson.
In summary, most workplaces are becoming increasingly diverse as people from different genders, races, cultures, ethnic origins, and lifestyles find themselves working together. The key to making diversity work is management. Knowing what they are and understanding what effects (positive or negative) they have on the organization is very important to the success of the company.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Today there is considerable disagreement in the country over Affirmative Action with the American people. MSNBC reported a record low in support for Affirmative Action with 45% in support and 45% opposing (Muller, 2013). The affirmative action programs have afforded all genders and races, exempting white males, a sense of optimism and an avenue to get the opportunities they normally would not be eligible for. This advantage includes admission in colleges or hiring preferences with public and private jobs; although Affirmative Action has never required quotas the government has initiated a benefits program for the schools and companies that elect to be diversified. The advantages that are received by the minorities’ only take into account skin color, gender, disability, etc., are what is recognized as discriminatory factors. What is viewed as racism to the majority is that there ar...
Diversity management initiatives are long term and strategic in focus. They strive not only to recruit, but to actively develop, promote and capitalize on the different skills and perspectives of minority employees (Marquis, 2007.) Every day, peopl...
Sherman, Mitchell. “Equal Employment Opportunity: Legal Issues and Societal Consequences.” Public Personnel Management. Washington: March-April 2008. Print.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Since its inception, the US has struggled with implementing affirmative action. Before discrimination was outlawed, women and minorities were not represented in the workforce in the numbers to be expected given their population and availability in the labor force. After the Civil Rights Act passed, minority representation in the workforce still did not show any significant improvement. The ambiguity and limited coverage of the law in addition to lack of enforcement prevented significant change in employment practices or workforce numbers (Chay, 1998, p.610). About 35% of all workers were employed by organizations that were not covered by Title VII; while 40% of African American workers in the South were not covered (Chay, 1998, p.613). ...
In the healthcare system, it is needed even more. Many healthcare facilities need to have their workforce diverse in order to reap benefits. In the 2000 U.S. Census, African Americans accounted for nearly 12.7 percent of the workforce, that number hasn’t increased exponentially today. Many minorities are underrepresented in the healthcare workforce, which can affect delivery of healthcare. Some benefits that many organizations see from a diverse work environment are: varied ideas, a larger talent pool, reduced discrimination, and more productivity. These benefits can impact the healthcare delivery system by improving quality of care and quality in the
The focus of this paper is to elaborate on the changing landscape of work in America during the twenty-first century. According to the researchers, as the economy continues to slowly recover from the recession and economic crisis, more of our baby boomers are reentering the workforce. In addition to the introduction of automation and computer technologies into the workplace, this has dramatically changed the nature of jobs for the older workers (Czaja and Sharit 2009). As stated in the Government Accountability Office in 2006, the number of workers over age 55 is projected to increase significantly over the next 20 years. Evidence shows that ageism, stereotypes, and misinformation about our older population continue to be major issues across
The emergence of diversity in organizations can be traced to the 1960s when legislation was enacted to prohibit discrimination against ethnicity, gender, national origin, race, and religion. Even though workplace diversity origins began in the aftermath of World War I, it was not until 1961, when President John F Kennedy established the President’s Committee on Equal Employment Opportunity (EEO), which was to end discrimination in employment by the government and its contractors (Cañas & Sondak, 2011). Workplace diversity continued to be advanced through the years by Presidents Johnson and Nixon administrations.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Diversity within the context of public administration refers to the differences and similarities that exist among an agency’s employees, potential employees, customers and other stakeholders. The differences and similarities include groups that are legally defined by equal opportunity laws and regulations which includes (but is not limited to) ethnicity, sexual orientation, gender and age. Public leaders are tasked with ensuring that agencies follow best practice standards to ensure equal opportunities for employees of each of these groups. In order to do so, public leaders must value the complexity of diversity in order to understand that few employees will be defined as belonging to a particular group (N...