...“Affirmative action” means positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded. When those steps involve preferential selection—selection on the basis of race, gender, or ethnicity—affirmative action generates intense controversy. Definition of Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique, and recognizing our individual differences. These can be along the dimensions of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, religious beliefs, political beliefs, or other ideologies. It is the exploration of these differences in a safe, positive, and nurturing environment. It is about understanding each other and moving beyond simple tolerance to embracing and celebrating the rich dimensions of diversity contained within each individual. Back to Diversity Initiatives Home Page Pros to Affirmative action: The Pro-Affirmative Action Side: It is a Fair and Necessary Program Proponents of Affirmative Action say that it is necessary to ensure that minorities have a fair opportunity in employment and education. The American Civil Liberties Union Briefing Paper #17 lists a number of reasons why Affirmative Action remains vital; among the statistics shared: Read more at Suite101: The Pros and Cons of Affirmative...
Words: 453 - Pages: 2
...The book Yellow: Race in America Beyond Black and White is written by Frank H. Wu an Associate Professor of Law at the Howard University School of Law. In Frank Wu’s Yellow, he covers a lot of Asian American related topics, many of whom are covered in Asian American class, and he provides his social commentary on the subject matter. Frank Wu opens his books by recounting stories of his experiences as an Asian American and providing events in history that connect his personal experiences to the larger picture of being an Asian American. Yellow: Race in America Beyond Black and White then moves onto the topic of “The Model Minority”. The idea of the model minority is that Asian are the perfect minority, all prospering without any problems despite their past hardships due to the hard work Asian put in without any complaints. However, this idea is rejected as a myth for three reasons. First off, it is highly inaccurate as a representation of all Asians in America. When you break down the difference between native Asian Americans and immigrant Asians, native-born Asian Americans do significantly poorer in education. And for those who do finish college, there is a lower return on investment as Asians are found to make less than their equivalent white counterparts. Immigrant...
Words: 1313 - Pages: 6
...Introduction Racial disparity and discrimination is not a new concept to any nation. In fact, many were built on the back of slave labor, whether the slaves were indigenous peoples or imported bodies. While many nations have undertaken measures to overcome racial disparity, others have encouraged racial democracy. Brazil, a modern and industrialized nation, suffers from racial discrimination based on their position in the world economy and built on the ideology of the past. History Brazil’s history is rife with racism and slavery, dating back to its discovery by Pedro Alveres Cabral in 1500. Brazil was originally settled with the intention of harvesting Brazilwood. However, over time the profits from that were supplanted by sugar, which soon became the major export (Phillips 117). Over a short period of time, Brazil became the leading producer of sugar in the Atlantic world. The production of all these exports meant cheap labor was needed. During this time, the Portuguese were sending between 4,000 and 5,000 slaves per year to Brazil from Angola and West Africa; by the 18th century, one million slaves had been imported (117). The continually shifting landscape meant that Brazil’s exports continued to shift. By the time the 19th century came around, Brazil’s major export was coffee as sugar production had shifted to the Caribbean Islands. The continued influx of European slaves and citizens resulted in an uneven population. European labor was generally more skilled...
Words: 2882 - Pages: 12
...opportunities for minorities and women. The policies differ in approach and opinion. The lesser of the policies is passive nondiscrimination. It is when a company or educational institution takes into account only the applicant’s ability, and doesn’t take race or sex into consideration. This policy is also called equal opportunity, and is not controversial. It only requires employers to not unjustly discriminate. (Lane, 2010) Moving past the passive approach is affirmative action. This is defined as an activity that is aimed at securing a more equal workplace. It goes beyond passive nondiscrimination, but doesn’t alter the standards or qualifications for applicants. (Claire Andre, 2005) One way a company can engage in affirmative action is to increase the applicant pool for open positions with the intent to diversify. Though this policy is more active than the passive nondiscrimination, the theory is that the most qualified candidate will get the position, so moral and ethical controversy is limited. A method beyond affirmative action, and the one I want to discuss in this paper, is preferential treatment, or hiring. This type of policy changes the job standards in an effort to hire more minorities or women. There are two ways this is done: preferential hiring among equally competent applicants; and preferential hiring among applicants who are not equally competent. These policies are called reverse discrimination by critics, and leveling the playing field by supporters...
Words: 2014 - Pages: 9
...Affirmative Action: Bigger than Diversity Is affirmative action bigger than diversity? This is the question that comes to my mind since there has been much debate on whether or not Affirmative action laws are still needed. The Supreme Court is scheduled to hear arguments in October on Fisher v. University of Texas, a case that could overturn or uphold the 2003 Grutter v. Bollinger ruling that found affirmative-action policies to be constitutional. (Nhan, 2012) Of course it’s still needed and it’s constitutional since it reinforces the Constitution that is based on all men being created equal. And without this reinforce able law I don’t believe that the Constitution will hold true. And if Affirmative action was not still needed then why is there so much debate about it. Affirmative action has gone way beyond diversity, it’s all about power. This leads me to my first point when affirmative action was put in place white America lost their control and now they are trying to do whatever it takes to get that control back. One of the biggest blows to this countries ego was when the first black president was put into office, this really struck nerve. Finally, getting rid of affirmative action is just another way to shake up the confidence of minorities and women so that they break them down to where society feels they should be. This is just a fraction of why I feel affirmative action is still needed and society is just playing the part until someone makes the under minding decision...
Words: 2322 - Pages: 10
...OUR PEOPLE OUR PERFORMANCE We performed extremely well on workplace safety and achieved our 2011 target on video conferencing and our 2011 milestone on Lamplighter. We made steady progress on the others. • 1 achieved • 7 on-plan • 0 off-plan • 0 missed target OUR APPROACH Our employees are essential to our business success and to achieving the Unilever Sustainable Living Plan targets. It is in our interest to ensure that all 171,000 of them are healthy, motivated and committed. Complementing our targets are three important areas which we keep under regular review - diversity, human and labour rights and training. DIVERSITY Unilever is an extremely diverse organisation in terms of its ethnic and cultural make-up. The Unilever Leadership Executive (ULE) comprises managers from five countries and the top 100 executives come from over 20. However, our gender mix is not what we want it to be. Although we have three female Non-Executive Directors on the Board, there is only one woman on the ULE. We are tackling the issue through a diversity board chaired by the CEO and by a requirement that the shortlist for each senior job should contain a woman. Since 2007, the proportion of women in senior positions has risen from 23% to 28%. More than 50% of our graduate recruits are women. In principle, the pipeline is being filled, but our task is to ensure many more reach the top levels. HUMAN AND LABOUR RIGHTS Unilever’s approach to human and labour rights is set out...
Words: 1308 - Pages: 6
...main questions in this case has to do with jury instructions in the penalty stage of the trial. (Kansas v. Carr) The district judge in this phase of the trial failed to adequately instruct the jury on the correct standard of review for mitigating evidence. Unlike other types of evidence in any criminal proceedings, mitigating evidence need not be proven beyond a reasonable doubt, nor does the jury need to be unanimous on the validity of mitigating evidence. Did the district judge violate the Eighth Amendment when he failed to explicitly explain this to the jury? Upon review, the Kansas Supreme Court ruled that yes, he did. By failing to “affirmatively instruct” (Kansas v. Carr) the jury on the proper standard of...
Words: 1080 - Pages: 5
...GENDER-BASED AFFIRMATIVE ACTION AND REVERSE GENDER BIAS: BEYOND GRATZ, PARENTS INVOLVED, AND RICCI ROSALIE BERGER LEVINSON* I. Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . II. History Behind the Affirmative Action Race/Gender Anomaly . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . III. The Circuit Split on the Race/Gender Conundrum . . . . . . . . . IV. Analogy to Race-Based Affirmative Action . . . . . . . . . . . . . . . . . A. Remedial Purpose as a Justification for Affirmative Action . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . B. The Diversity Rationale . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . C. The Arguments Against Affirmative Action . . . . . . . . . . . . . V. Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . I. INTRODUCTION The blockbuster race discrimination cases in recent years have all involved affirmative action and reverse discrimination. The Supreme Court has made it clear that race classifications, whether benign or invidious, will trigger rigid strict scrutiny analysis, which requires that the government prove its program is narrowly tailored to serve a compelling interest. In 2003, the Court, in Gratz v. Bollinger,1 ruled that while student diversity in educational institutions may be a compelling interest, an affirmative action program that...
Words: 19597 - Pages: 79
...discrimination: The effect of group based expectations on moral functioning As citizens of the United States, we are extremely fortunate to live in a democracy, and more specifically, a society that upholds egalitarian and meritocratic ideals. As a nation, we have fought wars and faced internal struggles in order to establish this system and champion these values. Within the last two centuries we have abolished slavery, given women the right to vote, and desegregated schools. In more recent years the movement towards equal opportunity has been advanced even further; public and private schools have increased financial support for economically disadvantaged scholars, and affirmative action programs have been developed as yet another means of combating inequities. It would seem that as a society, we are moving towards our moral ideal of equality for one and all. And yet, disparities remain. Race continues to be inextricably linked to socio-economic status and education level, with certain racial and ethnic groups, such as Caucasian- and Asian-Americans reaping more societal advantages on average than others, including African-Americans and Latinos. Women remain under-represented in many prestigious and lucrative fields, such as engineering and business, despite seemingly equal access to opportunity. And a significant wage gap continues to exist between such historically disadvantaged groups and more privileged groups, even when differences in education and experience are controlled...
Words: 8611 - Pages: 35
...I. ASSUMPTION OF RISK A. Current Status The Restatement (Second) of Torts §343 provides that a possessor of land is subject to liability for physician harm caused to his invitees by a condition on the land, if but only if, he: a. knows or by the exercise of reasonable care would discover the condition, and should realize that it involves an unreasonable risk of harm to such invitees, and b. should expect that they will not discover or realize the danger, or will fail to protect themselves against it, and c. fails to exercise reasonable care to protect them against the danger. Section 343A of the Restatement provides: a possessor of land is not liable to his invitees for physical harm caused to them by any activity or condition on the land whose danger is known or obvious to them, unless the possessor should anticipate the harm despite such knowledge or obviousness. Sections 343 and 343A of the Restatement (Second) of Torts preclude liability for a possessor of land where an invitee is injured as a result of a condition whose danger is known or obvious to the invitee, unless the possessor anticipated the injury despite the invitee’s knowledge or the obviousness of the condition. Restatement (Second) of Torts §343A(1). As the cases below illustrate, where a danger is “open or obvious,” the possessor of land does not owe the invitee a duty to take precautions against or warn of open or obvious dangers. Under Pennsylvania law the assumption of the risk doctrine applies...
Words: 4686 - Pages: 19
...University By Shari Denise Holloway Winter 2007 Approved: ____________________________________________ Dr. Robert B. Donaldson Date: TABLE OF CONTENTS PAGE ABSTRACT………………………………………………………………………….....4 INTRODUCTION…………………………………………………………………...….5 WHAT IS DIVERSITY ……………………………………..........................................6 WHAT IS WORKPLACE DIVERSITY ………………….………………….….…….7 Corporate Culture and Diversity ………………………………….……………9 DIVERSITY POLICIES AND PRACTICES IN THE WORKPLACE………………14 Workplace Discrimination ……………………………………………………14 Glass Ceiling ………………………………………………………………….15 Affirmative Action…………………………………………………………….16 Equal Employment ……………………………………………………………17 FROM VALUING DIVERSITY TO MANAGING DIVERSITY …………………...18 MANGING A DIVERSE WORKFORCE: A Multicultural Approach ………………18 DIVERSITY FACTOR (THE ISSUES)………………………………………………21 Cultural Collision ……………………………………………………………..22 Benefits ……………………………………………………………………….22 Challenges……………………………………………………………...……..24 IMPLEMENTATION OF A MORE DIVERSE WORKFORCE………...…………..25 Building a Diverse, High-Quality Workforce…………..…………………….25 Recruiting and Retaining a Diverse Workforce………………………………26 MEASURING DIVERSITY………………………………………………………….27 How is Diversity Initiative Being Measured...
Words: 6971 - Pages: 28
...Benefits, Challenges and Solutions Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. Benefits of Workplace Diversity An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as: Increased adaptability Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands...
Words: 4512 - Pages: 19
...Introduction Globalization is the worldwide trend of economic integration across border that allows businesses to expend beyond their domestic boundaries. It means that the companies are no longer limited by their countries and may conduct their business anywhere in the world, which produce numerous effects on management such as how management localization, global coordination, managing global talent and global performance management. To develop and manage a global organization implies developing and managing people who can think, lead, and act from a global perspective, managers would be able to face at different challenges, like different cultures, new global work force trends, ethics and social responsibility managing global talent. Culture Culture Culture is the total of human being knowledge, beliefs and other capabilities adopted by individuals or groups. In the multicultural environment, the aspect of culture must be identified. For example, the Chinese get used to use chopsticks for eating food, but Australian tends to use fork and knife. Not knowing these, the American company would fail to sell thousand millions of wood-chopsticks to China and lose the opportunities to earn. The culture environment affects the global management process. For many managers of U.S. organizations, the highest priority is profit maximization, but for many managers of Japanese organizations remains and increases the market share (Rodrigues, C, 2009). Therefore, the...
Words: 1420 - Pages: 6
...Journals Student’s Name Institution Journal 1: Part 1 Work in my opinion refers to the legitimate means by which man makes a living. Every individual in life has demands that need fulfillment. Individuals have responsibilities that they have to handle. Work enables individuals to earn a living that in turn enables them to meet these responsibilities. It implies that for any normal human being to live comfortably, one must work. Besides earning a living, work enables to utilize our time well. The world today could be full of vices if everybody had nothing to do. They deem that the fiend employs of redundant minds explains this situation clearly. Individuals ought to embrace the work and take it positively rather than viewing it as a punishment. Work should be as part of us, and a means through which human beings maintain their dignity and live respectable lives (Connors and Paul, 2009). The culture of rewarding hard workers cultivated in me the culture of hard work and a positive view towards life. From my tender age, I learned that the work was the way of life and the only way through which individuals could better their lives. On academic grounds, I must state that the teachings by our teachers towards work had a lot of impact on me. They taught work as a virtue and changed my perception towards work. Family provided me with my first interaction with the work. My parents could divide the work and go ahead to reward those who did good work. It instilled in me the...
Words: 4580 - Pages: 19
...needs basis for the blue collar employee, and how to communicate from the bottom to the top. We also had others like Frederick Taylor, father of scientific management, with scientific management we were able to understand what it meant to be a top manager, and how to communicate with the employee. Henri Fayol, was another contributor of the idea of human resources, and the managerial world, he was the early proponent of general principles of management. With these men they shaped the idea of what was proper management, and what the work environment needed. With them they brought forth new ideas, and these ideas brought forth the movement of diversity. With diversity becoming more of a norm within the working environment, and fewer whites moving up in the ranks of companies, and businesses. The workforce started to change with the introduction of women in the workforce, and other cultures being involved, when the market began to globalize. I believe the start of diversity happened when the change in the family began, in the 1950’s. More mothers where leaving the stay at home roles, and turning to the workforce. Also this came from the great depression, and the Second World War, that happened around this time, when all the men where away at war. Women had no choice but to pick up the slack, and work in the nearby factories, and...
Words: 1636 - Pages: 7