Affirmative Action in the U.S. was designed to counteract the lingering effects of generations of past discrimination as an effort to improve the employment and educational opportunities of women and members of minority groups through preferential treatment in job hiring, college admissions, the awarding of government contracts, and the allocation of other social benefits. Race, sex, ethnic origin, religion, disability, and age are the main criteria for inclusion in affirmative action programs. Affirmative action was initially embark at the federal level following the Civil Rights Act of 1964. In 1978, 1995 and 1996, the U.S. Supreme Court placed limitations on affirmative action programs as various rulings imposed further restrictions. In 1996, Proposition 209 in California prohibited government agencies and institutions from upholding affirmative action as race could not be the preeminent factor. (Affirmative Action, 2013)

2. Reverse discrimination is the unfair treatment of members of majority groups resulting from preferential policies, as in college admissions or employment, intended to remedy earlier discrimination against minorities. (Reverse Discrimination, 2013)

3. Comparable Worth is the concept that women and men should receive equal pay for jobs calling for comparable skill and responsibility. The first knows use of comparable worth was in 1983. (Comparable Worth, 2013)

4. I feel that the Affirmative Action concept is an appropriate form of remedy in the workplace because It helps maintain a balance of fairness. The National Football League’s hiring practice that if a head coaching vacancy is open, the owner of the team must at least interview a minority for the position before making a decision is supported by me. My experience working in the military and now in the civilian corporate world has me leaning toward the need for these concepts as