Affirmative Action and Policy tools

Due to these facts, the business under its new chief executive officer is legitimately concerned with identifying the problems causing unacceptably high turnover rates among women and minorities and developing proactive affirmative action programs or techniques that will end the exodus of these employees and bring the business into closer alignment from the goals and objectives of affirmative action. Additionally, a goal is to reduce the costs of employee turnover - prices that will achieve to the $10s and $100s of thousands of cash (Automotive Management Systems, 2003).

The trouble was selected for examination as a result of its importance in light of Title VII in the Civil Rights Act of 1964 which stipulates that if an employer is discovered for getting engaged in illegal discrimination the courts may well order these kinds of affirmative action as may be correct to remedy the problem (Meiners, Ringleb, & Edwards, 1994). Affirmative action is understood herein as any and all deliberate efforts by an employer to remedy discriminatory practices from the hiring, training, and promotion of protected class members after a certain class is underrepresented inside the employer's workforce. While this sort of programs can be voluntary or involuntary, American companies concerned with social responsibilities need to voluntarily implement an affirmative action technique to ensure that the business provides much more opportunities for women and minorities in certain task categories (Meiners, Ringleb, & Edwards, 1994).

Further, Ivancevich (1998) contends that affirmative action programs although highly controversial, continue being necessary in order to remove workplace discrimination. Affirmative action plans must be carefully implemented. In 1995, the Supreme Court fueled the debate more than affirmative action with its decision in Adarand Constructors Inc. v. Pena, where Adarand submitted the lowest bid for your Department of Transportation which was awarded to a minority-owned firm under a program requiring that 5 percent of federal funding be set aside for companies deemed economically and socially disadvantaged. Even though the court did not directly rule on whether reverse discrimination had occurred, it did preserve that any action in accordance with race need to be subjected to strict judicial scrutiny to make sure how the correct to equal protection under the law isn't infringed (Ivancevich, 1998).

The company must also identify in between its female and minority workers, those people men and women with long-term task interests and supply them with work planning and development services leading to advancement into mid-level and top management. These development programs, even though potentially costly, will ultimately increase employee employment satisfaction, workers' loyalty, and tap a readily offered talent pool that the company does not glimpse at the present time to take in advantage of.

Taken together, these information describe a situation exactly where women and minorities continue to face quite actual and significant challenges as they enter and attempt to advance in the American workforce.

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