Affirmative action at the work place - Research Paper Example

? Affirmative action at the work place Institute of affiliation Affirmative action at the work place Affirmative action entails set of policies designed to promote all the individuals, and so it addresses the discrimination concern. Since the late 1800s, forms of affirmative action have been evident in the United States. Fortunately, more extensive law push as well as its enforcement came in the year 1960s after the uprising of the civil rights movement. It is pertinent to note that there is several affirmative actions’s named reverse discrimination by the critics. Here, the critics argue that it enforces barriers between individuals instead of its down breakage. A general scenario of affirmative action in the United State is outlined as follows. With affirmative action, several issues are designed for address. First, it is pertinent to address the history of discrimination (Roach, 1997, p.52). Importantly, according to the law it is evident that many people have been excluded historically from schools, social endeavors, and jobs just to mention but a few and so in many cases there is creation of advantages from such historic pattern of exclusion. Policies are set to address the issue of current discrimination in a fight to create a more diverse and fully integrated society. In America, it is clear that there is a continued dialogue on gender, race, and inequity therefore the affirmative action needs a distinctive place in the talks. Of late, the experts affirm that the debate on affirmative action has its focus on the government-sponsored actions of affirmatives as well as university admission. It follows that due to submergence in the government-sponsored actions of affirmatives, the cooperate affirmatives actions are left unattended. The above is significant in the manners that it leaves uncertainty on the future of the affirmative action. According to research, it is argued that republican revolution of the year 1994 did weaken the affirmative action advocacy in political power. Sadly, the above decreased Capital Hill political support. Further, it is discussed that several court cases that are pending can initiate the of the voters to eliminate many forms of action of affirmative potentially. Unfortunately government sponsored affirmative actions are literally distinct from the corporate programs in a manner that it is hard to substantially multiply survival chances. It is unfortunate to realize that in United State the key corporate on affirmative action and attempts made voluntarily in the fight to improve diversity at the work place. Experts puts it that, affirmative actions are generally unaffected by the issue of constitutional that are preferred to us thorny. Some of the thorny constitutional issues are those raised by Michigan University and lawsuits, which plague programs like university admission. It is evident that race is one of the affirmative actions in the United States; here it is true by one of the confessions, G. Jennifer who was allegedly denied admission in one of the universities based on race despite of her qualifications. Considering the issue by Christopher M, with the continual dialogue on the pertinence of affirmative actions in terms of gender race and inequality, it is wise for the affirmative action to have a distinct place (In Defence of Affirmative Action, 1996, p. 25). Here, he also state that it is unpleasant to realize that government-sponsored affirmative actions are concentrated than the corporate affirmative. Nevertheless, it is important to realize that a number of benefits that a company can report from programs on affirmative actions are as follows; a greater innovation and opening the possibilities of perspectives in different manner as well as creativity comes in from more diverse team. Another notable benefit is the forging of customer relations that are comfortable. Therefore, it is pertinent to have a more diverse workforce so that the above goal can be achieved. Serious implementation of affirmative action can have a fundamentally influence on offering minorities and women opportunities as stated by Helen Norton. After a thorough study, Helen illustrates that at work place, women comprise 46 percent and minorities comprise 20 percent of the whole total. In such circumstances it is responsibility of the commission to corporate affirmative action in order to not only fully maintain a competitive presence but also utilize the a labor force that is diverse in the economy globally, as discussed by to Helen. Further she address the fact that opponents of affirmative actions gets motivated following an extensive choice of apprehensions. Individuals have different opinion on the affirmative actions where some believes that it is contrary to equality while some assumes that the minorities will only succeed in the presence of the special help. According to survey results, it is evident that the American are highly separated over the affirmative action. However, the results to some extent are altered from the reality by the manner to which research was carried and the interviewing terms. Even though the above is true, the evident still stands that Americans are greatly divided by the affirmative action. In her argument, the message is that Helen between news describes the truth and affirmative action as mind blowers (Luney, 1996, p. 21). In summing the above, it is true that programs on affirmative actions are supported by corporate and this makes it likely for the persistence of such programs, even if the government will not be willing to support. It is amusing that although affirmative action is not support and that talks have been ensured on the same, it can prove beneficial to some extent to bottom line of a company. The study puts it that, current entrance in the market are minority and women therefore it is pertinent to heed that programs on diversity can boost business to maintain competitiveness in the labor resource that is varying. Following a survey on executives it is agreed that corporate affirmative action may primarily survive as a role of our progressively more diverse and global economy. Precisely, the above information illustrates the general circumstances on affirmative action as studied in the United States by experts. Gender inequality in work place is one of the articles written purposely for the affirmative action at work place. Cinder outlines that there have been more women enrolling in higher education institutions since 1980. According to the study, it is revealed that today men constitute only 45 percent of the college student in US. If the large number of women enrolling in higher education s not enough, it is analyzed that they also receive greater numbers off honorary degrees at many universities. Statistical analysis of the above is a whole bunch of stories. It is worth to note that women trounce men in academics but it is unfortunate to realize that gender equality falls once one enter job market. Despite of women meriting in the educational filed it is unfortunate to know that women get less wages almost 80 cents to what men get. It is noted that women are at a disadvantage when it comes to payment despite of their merits in academics. However, with the evaluation of the affirmative action in the work place, it is essential to heed that American work place does not portray the fact that women has equal qualifications as men and so it is fare if they get equal amount of wages as men. The main question here is is it not possible for the women to translate the merit they attain in school to work place? Here the disconnect is attributed to difference in gender and the different treatment on certain gender. Having put that across, it is evident that the amount women receive is not because they are not qualified. According to evidence, women holds degree that is highly honored as opposed to men but the puzzle comes in when they get at the work place. Therefore it is not qualifications that creates gap, but the treatment at the work place that is gender discrimination. It follows that the work place itself is more biased when it comes to women through expectations of the role of women and stereotypes to their accordant actions. Apart from gender, the study has it that women at work place do not play vital role as men. For example, they ca sometimes get pregnant and go for maternity leave. They cannot as well work extra times simply because they are mothers, and they cannot travel widely when it comes to career duties. The above is enough reason to realize that women tent to put in fewer efforts and that is why they get little wages as compared to men irrespective of their education. Though some experts argues that it is not the less working hours that women have that makes them to get less pay, but it is because of the structure of the working environment. The work place is structured in a manner that women are required to have a large household responsibility. Accordance with the US parental leave it is required that domestic duties be subdivided in a manner that some parent should remain supporting the family while the other person is held up at the work place with the aim of financing the house. It follows that women are the ones that get a responsibility of taking care of the household chores with the accordance of societal beliefs. Causes of gender discrimination at the work place There are several notable cause of the gender discrimination in work place that portrays affirmative action. Some of the causes are as below the first one is lost of productivity. It is pertinent to note that in most cases those victims that face gender discrimination usually loss morale and motivation to effectively perform their jobs. Further gender biasness is a source of the loss in productivity. Here it is vital to realize that things that may result to loss of motivation and morale could include a joke forwarded to an employee (Cose, 2008, p.32). In most cases, the jokes may imply inferiority, others factors may include some jobs that may insinuate that the work of a certain employee is employed in a sub-par due to her or his gender. This is part of workplace harassment that federal law prohibits whether it is directed to coworkers or superiors. Another cause of discrimination is promotions; it is easy for the superiors to engage in kind of practices that will enable one to pas over due to gender to promotion. Additionally another example of gender discrimination is the family responsibility. Family responsibilities is another form of discrimination where it a disadvantage to women who have children since they tent to experience pushback due to the responsibility of the family. The above in one way or another can provoke manager in charge of hiring a female employee who is qualified the managers feels that she will be torn between job and home responsibilities. Another gender discriminating factor is destruction. Those who have undergone discrimination are likely to feel strong loss of self worth and resentment; the above can cause destruction, which will eventually get back at the employer who is discriminatory or coworkers. It is pertinent to identify ways or manner to which gender discrimination can be avoided. It is pertinent to note that women are acknowledged to form a considerable part of the work force of the US for a decade now. The entire world has so far acknowledged the women efficiency for a professional succession. However, gender discrimination in the work place has been in existence for a long time now. More women are opting for financial stability with their better educational opportunities; therefore, they are struggling to work to towards a stable career. Of late, it is appealing to note that every career that was thought of being a men’s’ job, it is currently pervaded by women. The rule goes that if women are fit professionally, then it is better for them to be given a chance to display their ability professionally at the work place. However, the above will greatly reduce the work place affirmative. Despite of government pushing on laws on equal opportunities at working place to not only men but also women are still under stress of gender discrimination. The above is a good form of work place affirmative. Pertinently, in the society gender stereotypes have at greater heights trickled down the gender roles in work place. According to the experts, it is evident that women have good verbal skills as opposed to men. On the other hand, men have good visual-spatial abilities negating the women ability to visualize. However, it is sad to notice that such to some extent such skills are used to decide the eligibility of an applicant for a certain type of job (Shelton, 1998, p. 24). Unfortunately, the above is being done at the work place mostly in the corporate sector. This is what motivates the affirmative action at the work place. Apart from the above common forms of natural disadvantages it is true that sexual harassment is another factor that is evident in the gamut of the gender discrimination at the work place. Some rules for instance title VII provisions do prohibits colleagues or employers to ask any workers for sexual favors. Or rather creation of the work place environment that will be a sign of hostility for the person of either gender. Some of the adverse effects are as that some of the above factors can reflect the performance of the company. It is unfortunate that a gender discriminating organization do produce a compromising quality of work of its employees. It is obvious that the individuals who are affected because of the gender discrimination get affected and so the quality of the work will be of low quality. In addition, it is pertinent to heed that those whose rights are violated can easily get demoralized due to the observation of the countries apathy to discrimination is rampant (Cose, 1994, p. 51). Finally, the responsibility of ensuring work place observes equality is essentially the mandate of the management. It is pertinent for the company to ensure all the company’s policies from recruitment and the employee’s benefits to avoid the violation of the equality right. On the high note, it is vital for the management to take strict actions to those who are violators of the gender equality policies despite of the position they hold in the organization. In summary, Affirmative action entails set of policies designed to promote all the individuals, and so it addresses the discrimination concern. Since the late 1800s, forms of affirmative action have been evident in the United States. Fortunately, more extensive law push as well as its enforcement came in the year 1960s after the uprising of the civil rights movement. It is pertinent to note that there are several affirmative action named reverse discrimination by the critics (Baez, 2003, p. 25). Here, the critics argue that it enforces barriers between individuals instead of its down breakage. A general scenario of affirmative action in the united state is outlined as follows. However, it follows that with affirmative action, several issues are designed for address. First, it is pertinent to address the history of discrimination. Importantly, according to the law it is evident many people have been excluded historically from schools, social endeavors and jobs just to mention but a few and so in many cases there is creation of advantages from such historic pattern of exclusion. Policies are set to address the issue of current discrimination in a fight to create a more diverse and fully integrated society. In conclusion, there are several notable cause of the gender discrimination in work place that portrays affirmative action. Some of the causes are as below the first one is lost of productivity. It is pertinent to note that in most cases those victims that face gender discrimination usually loss morale and motivation to effectively perform their jobs. Further gender biasness is a source of the loss in productivity. Here it is vital to realize that things that may result to loss of motivation and morale could include a joke forwarded to an employee. In most cases, the jokes may imply inferiority, others factors may include some jobs that may insinuate that the work of a certain employee is employed in a sub-par due to her or his gender. This is part of workplace harassment that federal law prohibits whether it is directed to coworkers or superiors. Another cause of discrimination is promotions; it is easy for the superiors to engage in kind of practices that will enable one to pass over due to gender to promotion. Additionally another example of gender discrimination is the family responsibility. With the above, it is wise to note that affirmative actions are major hindrance of the organizational growth and that the management team should fight to eradicate it at all cost. Reference Advantages for the advantaged; Affirmative action.(Affirmative Action around the World: An Empirical Study)(Affirmative Action is Dead; Long Live Affirmative Action.)(Book Review). (2004, June 19). The Economist, 25, 5. Baez, B. (2003, January 1). Affirmative action, diversity, and the politics of representation in higher education.(Book Review). Journal of Higher Education, 25, 2. Cose, E. (1994, October 1). Affirmative Action and the "Dilemma of the Qualified." (Excerpt from 'The Rage of a Privileged Class') (Book Excerpt). Black Enterprise, 11, 6. Cose, E. (2008, January 1). Should Black People Let Affirmative Action Die? No. Ebony, 3, 7. Diversity's best leaders take their own affirmative actions.(OPINION). (2002, December 26). The Christian Science Monitor, 2, 16. In Defence of Affirmative Action.. (1996, November 16). The Economist, 5, 13. Luney, P. R. (1996, May 30). Affirmative Action: Forging a Constitutionally Acceptable Solution. Black Issues in Higher Education, 4, 56. Luney, P. R. (1996, May 30). Affirmative Action: Forging a Constitutionally Acceptable Solution. Black Issues in Higher Education, 2, 10. Malamud, D. C. (1997, May 1). The Remedy: Class, Race, and Affirmative Action.. Michigan Law Review, 25, 8. Roach, R. (1997, May 1). Clearly Understanding the Affirmative Action Debate. Black Issues in Higher Education, 2, 7. Shelton, H. O. (1998, June 1). Affirmative Action: It's Still Needed. The World and I, 1, Read More