...EFFECTS OF EQUAL 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...
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...Affirmative Action Assignment Leslie Penwell HSM-240 August 14, 2011 Todd McGonigle Axia College of University of Phoenix Affirmative Action Assignment To the board of directors, in my opinion I believe that it is most important for this organization to implement affirmative action policies. I do believe that in the past the organization has been accused of past discrimination. It is my understanding that the accusation is that the company will not hire people of color or at a certain age they have also been accused of not hiring women. It sounds to me that the organization as a whole needs a major over-haul. It would better for the company to implement this on their own before they receive a court order. This is also against the equal employment policy that the company tries to enforce. The basic steps in developing an effective Affirmative Action Program are as follows. 1. Issue a written equal employment opportunity policy and affirmative action commitment. 2. Appoint a top official with responsibility and authority to direct and implement the program. 3. Publicize the policy and affirmative action commitment. 4. Survey present minority and female employment by department and job classification. 5. Develop goals and timetables to improve utilization of minorities and women in each area where underutilization has been identified. 6. Develop and implement specific programs to achieve goals. 7. Establish an internal audit and reporting system to monitor...
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...resources on why do we as a society still need Affirmative Action and why isn't Equal Employment Opportunity (EEO) sufficient to prevent workplace discrimination? The articles will take a look at affirmative action in admissions to public colleges, and the workforce, as well as why even with federal, state, and local anti-discrimination laws that protect people against sexual harassment and discrimination on the basis of age, disability, race, sex, marital status, pregnancy, breastfeeding, family responsibilities, sexual preference, medical record, criminal record, trade union activity, political opinion, social origin, religion, and nationality or ethnic origin, workplace discrimination still occurs in today's society. This paper will also look into potential pros and cons of diversity management. Keywords: equal employment opportunity, affirmative action, discrimination, diversity In order to see why we still need Affirmative Action and Equal Employment Opportunity in our society today, I believe we need to look back at why we needed them in the first place. The term "affirmative action" was first introduced by President Kennedy in 1961 as a means to addressing discrimination that had persisted despite civil rights laws and constitutional guarantees (Brunner & Rowen, 2007). It was designed to be a temporary remedy to level the playing field for blacks and other minorities on education and jobs. The thought was affirmative action would end once a level playing field existed...
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...To achieve equal opportunity in employment requires a mix of affirmative action legislation, anti-discrimination legislation and managing diversity approaches. Discuss. Equality is the complicated theory to explain because of the wide variety of meaning attached to concept. Depends on the article of Jewson and Mason’s (1986), they express the equality in liberal and radical approach. In the liberal view, equal opportunity, this exists when all individuals are freely able to compete for social rewards. As Webb (1977) said, the liberal approach which is according to a belief in the rights of the individual to universally possible standards of justice and citizenship. The emphasis is on the individual, for example job selection should be focus on the merit of individual which performs fairly. On the other hand, the radical approach is to achieve not only the equal opportunity, but also the equal outcome. Compare to liberal approach, the focus of the radical approach is not on individuals, but on groups. “The ideal of the radical approach is a situation where every workforce is representative of all the social groups available to it” (Kaler, 2001: 53). For instance, although individual who is the group representative, the principle of selection will not choose the merit alone. To conclude, equality can be theorized in liberal and radical approach. Regard to the complicated conception of equality, to get the equal opportunity in employment which also is a complex and huge progress...
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...Running Head: AFFIRMATIVE ACTION Affirmative Action In this paper the various elements of affirmative action as it relate to private and public sector employers will be addressed, affirmative action planning for businesses and the requirements of employers in regards to planning and addressing women, minorities, and the disabled. Also an overview of the repercussions for businesses that do not meet affirmative action goals will be addressed. Affirmative action began in the civil rights movement. In March of 1961, President John F. Kennedy signed Executive Order 10925, which established the President's Commission on Equal Employment Opportunity. This order stated that any contractors doing business with the government “will take affirmative action to ensure that applicants are employed, and employees are treated during their employment, without regard to their race, creed, color, or national origin” (Reference for Business 2008). The order did not advocate preferential treatment of the selected groups but rather sought to eliminate discrimination in the traditional sense. A section of the act known as Title VII, which specifically banned discrimination in employment, and paved the way for the subsequent development of affirmative action. The Equal Employment Opportunity Commission (EEOC), created by the Civil Rights Act of 1964, and the Office of Federal Contract Compliance became important enforcement agencies...
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...Affirmative Action Author’s note This research is being submitted on November 5th, 2013, for Jean Juchnowiccz’s 5000 Human Resources Management Course. Affirmative Action in the Workplace When you think of affirmative action in the workplace do you think of equal rights for all, or just equal rights for minorities. Affirmative action is the extent to which employers make an effort through their personal practices to attract retain, and upgrade members of the protected classes of the 1964 Civil Rights Act, (Bernardin & Russell 2013). In easier terms affirmative action is known to be the equal opportunity measures that Federal contractors and subcontractors are legally required to adopt to prevent discrimination against employees or applicants on the basis of color, religion, sex or national origin (Wikipedia 2013). Below I’ll introduce some ideas of how affirmative action is used in the workplace, through affirmative action plans, promotion within the workplace, and affirmative action with private companies. Affirmative action began in the United States as a tool to address the persistent discrimination against African Americans in 1960 (Wikipedia 2013). During that time most Americans who were not considered in the highest social class, males, and from European decent, where passed over for employment opportunities and advancements in the work place. When President John F. Kennedy mandated affirmative action into the workplace for the Federal Government and sub-contractors...
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...Affirmative Action kelton Smith MGT/434 June 20, 2014 Affirmative Action Affirmative action remains a program or policy that takes measures actively to ensure, concerns for general education, equal opportunities, parliament or government seats, and employment (United States Department of Labor, 2002). The initial policies proved intended for helping blacks began fairly, but evolved into more for every American (Bennett-Alexander & Hartman, 2012, p. 272). The author will elaborate on why organizations remain subjects to affirmative action. The author will also explain what the plans require of employers, and list in detail what happens if the goals of the affirmative action plan remain unaccomplished. The Affirmative Action Plan The requisites of laws, regulations, rules, and court cases that mandate affirmative action and nondiscrimination, which agencies must plenarily meet in particular situations present as compliance. An EEO-1 annual report is required from private organizations that house 100 or more workers and with federal contract regimes of $50,000 and 50 workers or more for federal contractors (Bennett-Alexander & Hartman, 2012, p. 242). The process helps to provide a head count of the organizations workforce in categories of job, gender, race, and ethnicity. In addition, the process will also help eliminate discriminating and treatment toward groups or persons based on sex, race, or protected classes illegally. Disparate impact and disparate treatment...
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...Affirmative Action 240 December 11, 2011 HRM Affirmative Action In a world where equality is only stated as practical points to embrace the sentiments of society, one can look beyond the vale and see such practicality will never exist. When we look at the statement which echoed from the mouth of Thomas Jefferson in the declaration of independence “all men are created equal” we see that such never cross the color and gender line. Due to the increase pressures for equal opportunity for all regardless of race, color, religion, sex, national origin or age, employers were force to enact policies which covers areas of discrimination. These actions open the door for corrections of past discriminative acts by employers within the work force under the term affirmative action. According to Bohlander & Snell, 2007, affirmative action is a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions. They further state that, in order to achieve this goal, organizations need to follow specific guidelines and goals to ensure that they have a balanced and representative workforce Bohlander & Snell, 2007. To the directors of Big and Small Incorporated, as I examine your company and its labor force, it is clear that much needs to be done to create a balanced workforce. The law is clear concerning equal opportunity...
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...“Affirmative action is an effort to improve the employment or educational opportunities of members of minority groups and women” (Merriam-Webster Online Dictionary). It was the way of bringing to an end the discrimination that occurred by individuals of a certain group and allows them to purse educational and employment opportunities. There is a question of rather affirmative action is still necessary or rather it has run its course. The answer to that question can be found by taking a look into the history of affirmative action while showing the pro and cons of it. Affirmative action is still necessary in American in order to ensure fair representation and opportunities to American’s diverse minority individuals within universities and workplace. The original intention of affirmative action was to form equivalent chances for individuals who had been treated with discrimination in an earlier period. “Elements of an affirmative action plan include a written policy self evaluation to identify efficiencies, steps to correct them on a time table and accountability by senior management.” (Britannica) Affirmative action is frequently established in administration, instructive, and employment situation with the intention of making certain that minorities are incorporated in each opportunity available. The core reason behind affirmative action is to give assistance in reimbursing for the earlier periods of discrimination and concentrate on current discrimination. In earlier periods...
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...AFFIRMATIVE ACTION IN PUBLIC & PRIVATE PROCUREMENT ENGLISH LAW LaSadia Whitman Abstract Throughout history, there have been many policies and laws that have been passed to make America, a county that will offer a citizenship equal liberty, rights and equal opportunity. In my paper I will discuss the path on how affirmative action was established, and how it is important to public and private procurement. I will use examples of affirmative action from recent discriminating cases. I will show how affirmative action affects federal and subcontractors within the government agencies. I will also talk about how high level manager uses affirmative action within their companies. I will also discuss the path of affirmative action how the changes affect the veterans that have served in the U.S. military. Finally I will discuss how affirmative action has helped changed America for the benefit of the people. “Preferential affirmative action patronizes Americans, blacks, women and others by presuming that they cannot succeed on their own. Preferential affirmative action does not advance civil right in this country” (Alan Keyes). As many decades have past, the question of whether America is place where equal opportunity is available to every citizen of the United States has grown as major debate throughout society. The legal meaning of affirmative action is the employment programs required by the federal statutes and regulations designed to remedy discriminatory...
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...Human Resource Management Affirmative Action Business companies that are successful are the larger companies. These companies know how the competitive advantage works. They are smart in making sure their employees are happy and feel they are treated equal. These business companies know how to attract, select, deploy, and develop talent. People of different race, sex, and physical differences have their own talents they can contribute to a company and help make them successful. In the larger companies, affirmative action policies are implemented and the human resource department helps execute the tasks that need to be done to help lead a successful company. Affirmative action programs can help companies with a larger class of minorities than others. The results of implementing affirmative action might have some negative effects, but for the most case, the effects are positive. Affirmative action programs are a requirement of the OFCCP for employers that have federal contracts greater than $50,000. The biggest key in affirmative action programs are in compliance with the equal employment opportunity law. A company that has several problems with their employees, affirmative action must be implemented. The reason why to implement an affirmative action program is to reduce discrimination, achieve goals, show commitment to the company and also their employers. Downsides of affirmative action are it has not consistently resulted in the improvement status of protected...
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...Affirmative Action Initiatives were created in order to correct the wrongs of discrimination and to make equal opportunity a reality. Affirmative Action Initiatives were created by law to ensure equal rights for minorities and women as it pertains to college admissions and promotions within the workforce. The affirmative action initiatives have been scrutinized since its inception. The creation of the initiatives was the first step in a long battle to end discrimination. The original intent was to be aggressive with non-discrimination and to racially integrate the workforces. Affirmative action, originally (Consortium Journal Hospitality & Tourism, 2010) implemented as a means of righting past wrongs and leveling the playing field for minorities and women, has in some circles become a bad word synonymous with quotas, privilege, and reverse discrimination. Although the Initiatives were coined and created in 1961, it wasn’t until the Civil Rights Act in 1964, that racial discrimination was actually prohibited in the workforce. Those for the affirmative action initiatives view them as a positive. Opponents of the Initiatives believe the harm of racial discrimination has dissipated therefore affirmative action is not necessary. Those against believe that race based policies make minority achievement a white allowance and the failure of minorities a group stigma. Those against also believe the Initiatives were created as a means of compensating for all racially based...
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...Head: AFFIRMATIVE ACTION Implementing Affirmative Action Name: Axia College Affirmative Action Policies Should be Implemented Affirmative action policies should be implemented to improve to help propel the company forward. Affirmative action can be a useful tool to help create diversity in the workplace. Implementing affirmative action policies will encourage growth in the company because we will be able to effectively select and hire people, not on the basis of race but on actual qualifications that make a person suitable for a position in the company. Affirmative action policies will also benefit the overall workplace because people will be able to interact with people from other backgrounds, creating a blended work atmosphere. Affirmative action will encourage our company to hire and train minorities that are qualified for positions within the company, without having to compromise the rights of non-minority workers. Support for the Implementation of Affirmative Action Furthermore, the board needs to realize that we are living in an era, where we cannot afford to have a company that treats people unfairly on the basis of race or any other discriminatory practices. Currently, we do not practice unfair hiring or biased policies in our company, but we can still be a more well-rounded business. It is possible that the members of the board are hesitant to employ affirmative action policies...
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...The Affirmative Action to limit discrimination against all protected class did not increase available jobs for minorities but did them equal opportunity for employment. No longer would businesses and universities be required to adhere to affirmative action guidelines that mandated minority representation in the workforce or student body. The Civil Rights Act of 1964 prohibited companies from making racial decisions to not hire those of a different creed, gender, or ethical back ground. In order for companies to meet compliance with the Equal Employment Opportunity laws, it must embrace affirmative action. The idea of affirmative action is to give support and assistance to those belonging to minority groups, in order to provide for a better future. In order to avoid complaints, threats of lawsuits, and negative public attitude this company must be ever vigilant in its efforts to avoid any type of discrimination. In the past, discrimination and obvious prejudice was practiced by many companies, but it is no longer acceptable in the United States. We are now a country with legislation providing for equal pay and equal job opportunities for all, regardless of race, gender, religion, color, age or national origin. Affirmative action means taking positive steps to increase the diversity of the company’s employees. This diversity will benefit society as a whole. People from different cultures, genders, and backgrounds will bring complementary skills that will enrich the workplace...
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...Introduction Affirmative action is the act of promoting equal opportunities for al ("Diversity & Inclusion", n.d.). This paper will examine the components of Affirmative action as it relates to the public and private sector employers, and the many ways that it interacts with Title VII requirements of Equal Employment Opportunity. This paper will address the following questions: (1) what employers are subject to affirmative action plans and why? (2) What do the plans require employers to do? (3) What happens if employers do not meet the goals of the affirmative action plan? In 1941, the federal government tried to remove any and all forms of discrimination in the hiring process within the defense industry and ultimately within the whole federal employment. After President John F. Kennedy signed the 1961 Executive Order number 10925, it required federal contractors to take affirmative action to certify that applicants are employed and that employees are taken care of, without regard to one’s race, faith, color, or national origins. While Lyndon B. Johnson’s was the president back in 1967, 1965 Executive Order 11246 was lengthened to include women. Title VII of the 1964 Civil Rights Act does not permit discrimination in any way based on color, faith, race, sex, or gender in employment, relocation, or advancement decisions but did not comprise employers compliance with affirmative action plans. Law court may order an employer...
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