...EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION IN WOMEN SPORTS March, 2007 TABLE OF CONTENTS Title Page i Table of Contents …..……………………………………………………………………2 Section I. Introduction 3 Section II. Review of Literature 4 Equal Employment Opportunity Laws 4 Affirmative Action 6 Effects of EEO and AA on Women Sports 7 Effects on EEO and AA on women playing sports 7 Effects of EEO and AA on women coaching sports 9 Effects of EEO and AA on women in administration………………...11 Section III. Summary and Conclusions 14 References ............... 17 INTRODUCTION Women in sports have indeed come a long way. Years ago it was socially unacceptable for women to do anything other than cook and clean. Men dominated the work place and the sports industry. But eventually women got fed up with being treated less significant than their male counterparts and began protesting. Not until the mid-1950s and early 1960s did nondiscriminatory employment become a strong social concern (Bohlander & Snell, 2004). While women were just beginning to make a name for themselves, the government began regulating Equal Employment Opportunity (EEO) by passing a series of laws, in an attempt to correct social problems of interest to particular groups of workers, including women. EEO laws have made a major impact on women in all industries, but especially on women in sports. While EEO laws focused on non-discrimination, affirmative action went beyond providing equal...
Words: 4585 - Pages: 19
...Creating an Affirmative Action Plan An affirmative action plain is a formal plan created by employers to address the disparity of minorities and women in the employer’s workforce. Affirmative action plans are also implemented by organizations to meet a requirement for doing business with the federal government. An employer may also look to implement a plan to rectify past discriminatory practices. This paper will examine several of the key factors that are needed in creating an effective affirmative action plan. Before any deficiencies can be addressed a job group analysis needs to be conducted. This analysis is used to show each job classification and if it is held by a woman or minority. The objective of the analysis is to show the availability of women and minorities for a particular category. The data retrieved from the analysis will be used by the organization to identify where the underrepresentation is occurring. The data from the analysis can be compared with census data to gain a better understanding of the area’s demographic and the organization’s workforce makeup in relationship to the area’s demographic. Once a class is identified as being underrepresented steps can be taken to fill vacancies in that classification with individuals from the protected classes. An affirmative action program is justified if an employer can show a disproportion in a job classification that has previously been segregated (Eisaguirre, 1999, p. 84). Recruiting practices must be examined...
Words: 785 - Pages: 4
...Though affirmative action may have been valuable in the beginning, it has long since outlived any usefulness it may have had. That it ever had any usefulness is questionable, based on comparisons between overall black populations socioeconomic standing today and that of the mid-1960’s. Today, it is little more than a scapegoat behind which inferior performance can hid very well, and that scapegoat’s upkeep has become far too extravagant in today’s society. “We didn’t land on Plymouth Rock my brothers and sisters--Plymouth Rock landed on us,” Malcolm X’s observation is brought out by the facts of America history. Snatched from their native land transported thousands of miles--in a nightmare of disease and death and sold into slavery blacks were reduced into the legal status of farm animals. Even after emancipation, blacks were segregated from whites--in some states by law, in social practice almost everywhere. American apartheid continued for another century. In 1954 the Supreme Court declared state compelled segregation in schools unconstitutional, and it followed up that decisions with others that struck down many other forms of official segregation. Still discrimination survived, and in most southern states blacks were either discouraged or prohibited from excersizing their rights to vote. Not until the 1960’s was compulsory segregation finally and effectively challenged. Between 1964 and 1968 congress passed the most sweeping legislation since the end of...
Words: 3048 - Pages: 13
...Different people with different backgrounds can offer fresh perspectives, ideas, and solutions; also diverse workforce is more resilient and flexible which can help ensure organizational survival. Input from diverse work groups can enhance rational decision making and therefore efficiency. Efforts like Equal Employment Opportunities (EEO) and the affirmative action, EEO prohibits discrimination based on race, color, ethnicity, religion and gender in employment. The affirmative action was meant to compensate for past discrimination, but now diversity is very important to the organization because of the direct correlation with the organizational effectiveness. It is a critical for an organization to enable their employees express rather than suppress their identities and roles they have outside of work. Save Race-Related Jokes for Later If the joke you want to tell at work includes a rabbi, a priest or a black guy, save it for home. Many jokes about race, religion and culture involve stereotypes. Accordingly, the work place isn’t the best place to share them. Even racial banter between colleagues from the same background can be off putting to others. Some people disapprove of racial humor, no matter the source of it. So, consider telling race-based jokes to be inappropriate behavior at work. Keep Stereotypes to Yourself Stereotypes about racial groups abound. While working, it’s necessary to check your race-based assumptions at the door. Say you think all Latinos are good at a...
Words: 1056 - Pages: 5
...HR Recruitment and Hiring Campaign The core objective of undertaking recruitment and selection is to ensure that an organization has a reliable workforce with requisite skills and talents that befit the open positions (Armstrong & Armstrong, 2011). Recruitment, therefore, is searching or attracting a sufficient number of candidates who will then be subjected to interviews and tests. Selection, on the other hand, is a process of rejection; it involves scrutinization of the numerous numbers of candidates who had applied for the open position (Dessler, 2004). Through the selection process, the interviewing team ensures that the best candidate of all is hired to fill the vacant position (Noe, 2006).In this paper, therefore, I have developed a comprehensive recruitment and hiring plan for New York police department. Essential Elements of the Job The open positions entail recruitment and hiring of most competent and qualified police officers. There is a need to restore the police image and reputation among the members of the public. The new recruits will serve to enhance security and at the same time not infringe on the public interest. The officers will also participate in public sensitization and awareness programs to create mutual understanding with the community. Mutual understanding and cooperation between the police and the community is critical for the promotion of security programs as this region is cosmopolitan. The newly recruited officers...
Words: 1229 - Pages: 5
...Affirmative action is a practice that is intended to promote opportunities for the “protected class” which includes minorities, woman, and people with disabilities or any disadvantaged group for that matter. With affirmative action in place people of this protected class are given an even playing field in terms of hiring, promotion, as well as compensation. Historically, affirmative action is only known to have protected African Americans and woman; however that is not the case. Affirmative action protects a variety of people and without this statute many people included in this protected class would be unfairly discriminated against. There are many reasons why affirmative action should continue to be a part of workplace such as: • Fosters diversity. • Educates our workforce on diversity. • Equips employees to achieve their highest contribution to the mission. • Challenges employees to make their maximum contribution to the mission. • Encourages employees to offer differing views and suggestions toward achieving organizational goals. • Respects and appreciates individual differences. • Provides equitable treatment and opportunities. • Creates and maintains an inclusive approach to all systems, policies, and practices (i.e., promotions, performance ratings, awards, training, assignments, and access to services). • Facilitates culture change to support wider diversity. People who are opposed to affirmative action often argue that it gives an unfair advantage to...
Words: 790 - Pages: 4
...backgrounds have the same opportunities, companies should ____.Answer | | | | | Selected Answer: | survey employees about their perceptions and satisfaction | Correct Answer: | survey employees about their perceptions and satisfaction | | | | | Question 4 3 out of 3 points | | | In a recent meeting, San Mateo County Supervisors voted unanimously to conduct a(n) ____, which would provide an accounting of how well the makeup of local boards and commissions reflects the racial, gender, cultural, geographic, and ethnic diversity of the county.Answer | | | | | Selected Answer: | diversity audit | Correct Answer: | diversity audit | | | | | Question 5 0 out of 3 points | | | Affirmative action programs are typically designed to ____.Answer | | | | | Selected Answer: | create homogeneous...
Words: 1241 - Pages: 5
...INTRODUCTION Becoming a diverse organization makes good business sense for both for profit and not for profit companies. Creating a diverse workforce provides tremendous opportunities for organizations and individuals to tap into the ideas, creativity and potential contributions inherent in a diverse work force. The composition of America’s workforce is changing. According to the census Bureau, nonwhite will represent more than one-third of the U. S. population by the year 2010 and close to half of the U. S. population by the ear 2050. By the year 2005, the ethnic minority share of the workforce will reach 28 percent. It is also projected that the Hispanic-American population will be the largest minority group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity”...
Words: 2841 - Pages: 12
...recruitment of its employees, to the management of all works, and the problem solving issues that are directly affecting the organizations’ employees. Employees are an asset to an organization, and HRM is responsible for providing them with opportunities to learn and acknowledge their achievements especially in an organization with diverse employees. On the other hand, they take care of employees’ well-being and safety, so as to make them productive and driven. Armstrong (2009) describes human resource management (HRM) as a strategic approach for the development and well-being of employees in an organization. Their main concern is to ensure that the organization benefits from its people, therefore, they aim to increase the organizational effectiveness and...
Words: 4305 - Pages: 18
...EMPLOYEE SELECTION with AFFIRMATIVE ACTION Helen Tewolde May 7, 2007 HRM 6622 Dr. Robert Sauer INTRODUCTION Selection is the process of choosing individuals who have relevant qualifications to file existing or projected job openings (Bohlander & Snell (2007). There are different criteria, themes and laws that are critical for employee selection research and practices. Employee selection is an ongoing process in today’s workplace. In most organizations the managers and human resources specialists are involved in the selection decision. Selection criteria used to evaluate employees consist of categories, education, experience, physical characteristics and personal characteristics. These criteria’s should be stated directly in the job description, which can allow potential candidates to see what is required of the position. Another aspect of employee selection is job analysis. Job analysis is able to obtain information about the jobs and determine what type of individuals to match to the positions. There are many major developments with comparing between a person’s attributes and targeted occupational requirements. Interviewers who participate in selection should maintain a close liaison with the other departments so they can become familiar with the jobs and skills needed to perform them. It is very imperative that all Human Resources Management Department abide by the rules, regulations, and laws...
Words: 3015 - Pages: 13
...Wal-Mart, an Organizational Analysis Kenneth Russell Strayer University Dr. Mary Tranquillo Bus. 310 November 6, 2012 Wal-Mart, an Organizational Analysis Introduction I will thoroughly discuss in detail the operation of Wal-Mart, the company’s strategies, legal concerns and various challenges the company faces. In addition, I will address any current (or anticipated) human resource issues concerning the expanding into the international market and make recommendations on how the organization can leverage its human resources to come out on top in a highly competitive market. Wal-Mart, an Organizational Analysis Describe the nature of the organization, its size, and any specific human resource challenges it faces. One of the most recognized retail chains around the world, Wal-Mart is an American public multinational corporation running chains of large discount and warehouse stores. Considered the largest public corporation when ranked by revenue, Wal-Mart boasts a staggering 2 million employees worldwide with approximately 1.4 million in the United States. (Wal-Mart, 2012). Wal-Mart is known for their brand of low prices and high volume which dominates the retail market. Wal-Mart’s mission statement and slogan sums it up in one simple phrase: “We save people money, so they can live better”. Wal-Mart’s idea and strategy is targeted at offering consumers a variety of name brand goods at competitive prices. Wal-Mart has over 10, 300 retail stores in 27 countries...
Words: 1511 - Pages: 7
...global world emphasis continues to progress towards workforce diversity as the forefront of effective organizational strategies. This has contributed to the expansion of the definition of diversity. We no longer define diversity by race and gender, lifestyles, personality, education, and geographic origin.” Diversity now includes everyone.” Diversity and affirmative action are sometimes confused with each other, though there are significant differences between the two. The term affirmative action involves regulations and laws that regulate hiring and promoting of employees without regard to their race, color or national origin and later expanded to include inequalities and discrimination against such groups such as women, ethnic minorities, the disabled and veterans. However, diversity is a broader concept. It can be defined as understanding, valuing and respecting the human qualities, characteristics and beliefs of individuals or groups that are different, such as ones ethnic or and racial background, cognitive and physical abilities, socioeconomic status, religion and other different states of being. Affirmative action and diversity are separate points, yet both are aimed at stimulating the inclusion of people from different human qualities in the workforce (Larsen, 2011). Cultural diversity is when differences in race, ethnicity, language, nationality, traditions, and sexual orientation are represented within a workplace. A workplace is said to be culturally diverse if...
Words: 888 - Pages: 4
...Managing Diversity To address diversity issues, consider these questions: what policies, practices, and ways of thinking and within our organizational culture have differential impact on different groups? What organizational changes should be made to meet the needs of a diverse workforce as well as to maximize the potential of all workers, so that San Francisco can be well positioned for the demands of the 21st century? Most people believe in the golden rule: treat others as you want to be treated. The implicit assumption is that how you want to be treated is how others want to be treated. But when you look at this proverb through a diversity perspective, you begin to ask the question: what does respect look like; does it look the same for everyone? Does it mean saying hello in the morning, or leaving someone alone, or making eye contact when you speak? It depends on the individual. We may share similar values, such as respect or need for recognition, but how we show those values through behavior may be different for different groups or individuals. How do we know what different groups or individuals need? Perhaps instead of using the golden rule, we could use the platinum rule which states: "treat others asthey want to be treated." Moving our frame of reference from what may be our default view ("our way is the best way") to a diversity-sensitive perspective ("let's take the best of a variety of ways") will help us to manage more effectively in a diverse work environment. ...
Words: 1033 - Pages: 5
...AFFIRMATIVE ACTION What is affirmative action? As your advisors, paid handsomely to represent the issue of Affirmative Action in the United States to you, we have gathered and analyzed the core considerations surrounding the issue. We see that there are immense difficulties in reconciling opposing moral views, and that empirical data does not reveal an obvious truth. But there can be much gained in way of a better understanding of the issue in spite of these obstacles if we can take a holistic approach to the problem. Affirmative action is a two-pronged effort that includes “the right of all persons to be accorded full and equal consideration on the basis of merit” (K.U Medical School) and, concurrently, a policy of actively “hiring and promoting qualified individuals in protected groups such as minorities, disabled veterans, Vietnam-era veterans and women” (U. of South Dakota). It was created to focus on education and jobs, and the policies were put in place to take active measures, under the framework of non-discrimination, to ensure that disadvantaged groups that had prevalently suffered discrimination have the same opportunities as whites. The U.S. Department of Labor describes affirmative action as the “ban[ing of] discrimination and requir[ing of] contractors and subcontractors to take… action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability or status as...
Words: 4179 - Pages: 17
...Chapter 12: Managing Diversity in the Workplace The Chancellor's Committee on Diversity defines Diversity as: "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage,age, gender, sexual orientation, gender identity and other characteristics." So why is it when many people think of diversity, they think first of ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all employment...
Words: 2057 - Pages: 9
