Solution for Discrimination in the University - Term Paper Example

Solution for Discrimination in the Affirmative action plans in any organization is set up in order to reverse discrimination and bring equality within the members of the organization. The New Horizon University has had affirmative action plans within its admission programs in order to achieve the same objectives by creating an environment free from discrimination and promotes unity, togetherness and high employment qualities (Donnamaria 2006). However, previous cases have indicated that the affirmative action of this University has instead done more harm than good in regards to reversing discrimination. The issue of discrimination in the universities had earlier been noted in the University of Michigan where the Supreme Court upheld the right of affirmative action in the University’s Law School for their belief that race as a factor creates ‘’a compelling interest in obtaining the educational benefits that flow from a diverse student body’’ (quoted in Brunner). As a university which is open and friendly to all races, the New Horizon University would not like to be a victim of the Michigan University’s case. Therefore, there is a greater need to revise the affirmative action policy in order to avoid its attempts to promote discrimination by its current affirmative action. This paper is set to provide a solution to the problem of racial discrimination at the New Horizon University by revising its affirmative action policy. The result should be a University that promotes fairness, equality as it strives to achieve its goal of providing education for all without any fear or favor. It all begins when a student needs an admission to the University. There has been tendency or an iota of likelihood that the University’s admission system is the core source of discrimination in the University (Sarah 2011). Initially there used to be a quota system of admission where few places were given to other races while the majority of places preserved for the whites. This system made sure that only the first few selected candidates from the minority race were admitted while thousands of other such candidates were turned away due to limited capacity. It meant that these candidates were forced to seek admission in other different Universities which they never liked from initial. They might also have been forced to choose courses that they may have not wished to study. The university therefore needs to make a change in its system of admission that will firstly abolish the quota system of admission. Candidates who apply to be admitted in this University should not be required to give their details of origin and race. However, their names and sex can be indicated in order to help identify their letters of offer as well as allocate them to bed a space, which is done according to sex. Possibly, the University should acquire an automated or digitized admission system. This is where candidates will automatically be admitted to the University provided they attain the minimum requirements for the University admission. This system will be open and free on the University’s website to all candidates who wish to apply. It will be in the form of a form that the candidate will be required to fill up, and once they are through and have qualified as per the requirements, they will get straight admission to the University. This system will prove effective as it will alienate admission system from direct contact of the University staff. Once the students have been admitted, there will just be a physical confirmation of their details with the details they gave during application. This is where their qualification will be verified as well as their identity to avoid cases of impersonation or use of fake documents. In this case, the admission process shall have been made free from discrimination and corruption. If there is a certain limit of the number of students that the University would like to admit, the digital admission system shall be made in such a way that it will automatically close any further admissions when the limit shall have been reached. Both the minority and non-minority who will be interested to study at the New Horizon University will then have equal opportunity for admission which will depend on their pace to seek that admission. Another area where the University needs to correct in its fight against discrimination is in the employment sector (F. Sarah 2001). There have been several claims that recruitment for workers at the New Horizon University is largely dependent on racial factors. The situation has been that the majority race is the one that has mostly been given opportunity to work at this University at various organizational levels. The minority race has always been denied opportunities or given few opportunities to work here, something that has highly escalated the cases of racial discrimination in this University. The current affirmative action plan against discrimination has done too little to mention as far as completing racial discrimination amongst employees are concerned. We find that if the minority gets employed in this University, they are either not compensated as their contemporary from the majority race. They are also rarely assigned to higher management positions in the University’s organizational structure. This reduces their potential to help stop discrimination in the University or fight for the discriminated lot as their numbers limit them, so are their voices. I therefore strongly suggest that the New Horizon University should apply qualification criteria when recruiting their employees and the positions to be filled in the organization should be made public and open for application by anyone from anywhere as long as they qualify and are willing and able to work (Katri 2010). Fairness should be applied during the recruitment process and there should not be any sort of favoritism to anybody; not even the minority. This will see both the minority and the majority races benefit from this policy, as their qualification and ability to work will enable them to get employed, as opposed to the earlier racial favoritism. There is a need therefore, for the University to break or change the culture that has always been at the University about racism. New culture should be allowed to set in by it being nurtured by the University management (Warren 2013). The top management plays a huge part in ensuring that the organization’s culture is changed, since the culture is in the people in the organization and practiced by the same people. Limited capacity is a factor that causes hindrance to chances in any organization. Let’s say, if the capacity was such that numerous students can be enrolled in the university, the problem of racial discrimination could be reduced to a greater extent. This is because, research shows that when capacity of an organization is expanded in order to accommodate more people than it used to accommodate before, then there is little discrimination on either admission or recruitment of employees in the organization since chances are numerous and maybe those who should fill them might be few. To achieve this, the New Horizon University should strive to increase its premises and resources to be able to admit more students. By admitting more students, employees will also be required to be increased. Therefore, this policy opens up a chance for even more employees from different races to join the facility (Trudy 2012). In addition, the University may seek to open up several other branches to be able to expand its capacity. The branches can be established in various towns and nearby cities. This will help break down the culture in the main campus and reduce discrimination cases. In conclusion, racial discrimination is a social problem that the New Horizon University has been trying to eliminate for some time now. Its current affirmative action creates more harm than good as far as solving the discrimination issue is concerned. The University therefore needs to consider the results of this research in its and implement them in order to help effectively fight this problem. Works Cited Donnamaria, Culbreth. Employment Discrimination in the 21st Century . Ann Arbor: ProQuest INFORMATION AND Learning Company, 2006. Katri, Linna. "Ethnic Discrimination." Journal of the Umbrella Project (2010): 1-2. Sarah, Fredman. "Equality:A New Generation." Industril Law Journal (2001): 6-8. Sarah, Fredsman. Discrimination Law. USA: OUP, 2011. Trudy, Ring. "Antidiscrimination Rule will Stand." Advocate.com (2012): 1-2. Warren, Richey. "Supreme Court Makes it Harder for a Worker to win Discrimination Lawsuit." CSMonitor.com (2013): 1-2. Read More