Equal Employment Opportunity

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The document discusses affirmative action, its origins in the 1965 Executive Order requiring federal contractors to ensure equal opportunity and treatment regardless of race, creed, color, or national origin. It was later expanded to include women. Arguments for and against affirmative action are presented, as well as alternatives such as class-based affirmative action or focusing on the truly disadvantaged.

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BCU Hawaii University Business Ethics Presentation Presented by: Maram Kabbara & Samah Harmouche Presented to: Dr. M. Rawas Wed. 22/12/2004

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Title VII of the Civil Rights Act (1964) An employer cannot discriminate on the basis of race, color, religion, sex, or national origin with respect to employment. Coverage All public or private employers of 15 or more persons. All private and public educational institutions, the federal government, and state and local governments All public and private employment agencies All labor unions with 15 or more members

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Running head: AFFIRMATIVE ACTION 1 AFFIRMATIVE ACTION 7 Affirmative Action Shekima Jacob South University Affirmative Action What is a current, legal definition of “Affirmative Action?” Affirmative action was introduced as a means of equalizing aspects of education, employment and opportunities for women and various minority groups. It is also referred to as employment equity. This policy came into place from the Civil Rights Act of 1964. Women needed to receive some form of special consideration in gaining entrance to universities, getting employment opportunities and as receiving federal contracts. The gender issue also presents itself as women in most cases; find themselves competing with their male counterparts to gain access to various services in the society (Sally, 2003). Affirmative action, therefore, revolves around the concept of civil rights and equality with regards to social aspects and at the same time, the provision of the same opportunities to different groups. Groups that have benefitted from Affirmative Action hiring policies and practices. Popular belief has it that the African Americans are the sole beneficiaries of affirmative action. Rather, the majority of the people have benefited from this aspect, where resources have been adequately redirected to the neediest sector. Various groups have benefited from affirmative action. These include; women, blacks or African Americans and American Indians or Alaskan natives. Other groups include; veterans who served in the war, the veterans who took part in military operations, disabled veterans and separated veterans. According to the labor department in the United States, the primary beneficiaries of affirmative action are white women (Richard, 2012). More than six million women workers based on estimates are in much higher occupational classifications, which would not be the case without policies on affirmative action. Affirmative action, in the long run, benefits everyone, either directly or indirectly. Affirmative action programs lead to the development of employment norms and more so, equal access to jobs, training and promotions to workers. These distinctive policies have resulted to the increased women representation as well as minority groups across various levels in the field of employment in the United States. Affirmative action also expands the talent pool for jobs and leads to the creation of diversity in the workforce. Typically, white makes enjoy more earnings as compared to white women. On average, they get $9000 more than minority men and $14000 more than white women. The inequality in salary payment needs to be done away with; hence affirmative action should be encouraged. 40% of the American population comprises white men, yet they occupy 86% of faculty positions. White women have benefited more than anyone due to the implementation of affirmative action policies and practices. Originally, white women would not get legislative positions a ...

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Showcase local resources or organizations that can provide help. Slide 12: Advocacy and Social Responsibility Encourage the audience to take an active role in advocating for change. Highlight the importance of social responsibility in addressing these issues. Slide 13: Conclusion Summarize key takeaways from the presentation. Reiterate the importance of sensitizing and handling social issues for health and family development. Slide 14: Questions and Discussion Open the floor for questions and engage the audience in a discussion. Slide 15: Additional Resources Provide a list of recommended readings, websites, and support organizations for further information. Slide 16: Thank You Thank the audience for their attention and participation. Share contact information for follow-up inquiries. Slide 17: References Cite sources and references used in the presentation. Slide 18: Contact Information Display your contact information and encourage the audience to reach out for more information or assistance. Slide 19: Q&A Session

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