Affirmative action- This term was initially used in an Executive Order signed by the then President John F. Kennedy. This term referred to treatment of employees without any regards to race, color and national origin. Affirmative action is basically the legal directives that requires federal contractors to measure and monitor employment practices and to develop a workforce that is inclusive. In other words, affirmative action’s primary motive is to take positive steps to bring individuals from different background to the organization.
Diversity - is also an inclusive concept and it includes people
from various religions, status, gender, sexual orientation, etc.
This is a strategic business practice to gain the competitive
advantage. Managing diversity is the efforts to change the culture.
Managing diversity refers to ensuring all employees with the
diverse background engage with the company and their peers in order
to get the optimum results.
It is critical for the managers to manage diversity in the
workplace efficiently to improve the organization’s efficiency and
effectiveness. It is important to achieve the goals together
irrespective of their backgrounds and skill sets.
Equal opportunity- refers to the company’s policies of providing equal opportunities for employees’ promotion, pay, and employment. In other words, this policy is aimed to provide equal opportunities for employees without any discrimination of any kind.
These programs have been successful greatly. These programs have enabled organizations to gain the competitive advantage. This helps the organization to handle the diverse workforce efficiently and providing equal opportunities for their growth. This makes the company to gain the trust and goodwill among the employees and the community as a whole.
Some of the challenges faced in the execution of these programs are:
- Difficulty in accommodation of beliefs and traditions
- Language and communication barriers
- Ethnic and cultural differences
- Avoiding discrimination and biased actions
- Ensuring inclusiveness at all stages is challenging
- Imparting the perception of equality and diversity to all employees is difficult as there would be personal conflicts about among them.
Note- If you liked the answer, please give an up-vote, this will be
quite encouraging for me, Thank you.
What is the difference between equal opportunity, affirmative action, and managing diversity? Have these programs been...
Diversity Management Moving beyond equal employment opportunity and affirmative action laws, diversity management has increasingly become a hot issue in the corporate world. Top management commitment towards valuing diversity and HR managers’ role in developing an organizational culture which supports and nurtures diversity are the key drivers of effective diversity management. Diversity management is at the heart of various HR practices and policies (Shen et al., 2009) like recruitment, selection, placement, succession planning, training, performance management, rewards, etc. Answer the...
An affirmative action program , by its very nature, focuses on race, doesn't it? If not for affirmative action, what else can be done to help promote diversity? Do we still need affirmative action programs in place today when we have so many anti discrimination laws in place? Anyone?
Analyze the benefits and consequences of affirmative action. What are the goals of affirmative action? In what areas of public policy have affirmative action policies been most commonly used? Describe at least two prominent Supreme Court decisions associated with affirmative action. Response length requirement: 350 words or more
Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today's evolved organizational climate. EEO and AA enforce quotas on organizations that must be met during the hiring process, thus requiring them to hire unqualified people. Evaluate this statement. Do you agree or disagree? Explain.
What are the essential components of an effective diversity program, discuss legal and organizational cultural factors? What are some challenges organizations face in creating and maintaining successful diversity programs and how can these be overcome?
This week we will address the issues involved in cultural competency and diversity. The focus of affirmative action, codified in Civil Rights legislation over forty years ago, was to correct discrimination by requiring organizations filling positions to search for and consider for hiring candidates with diverse racial, ethnic and cultural backgrounds. This approach assumed that diversity would over time be assimilated, and there was no recognition then that diversity itself was a valuable asset. As the workplace experienced an influx...
What is the difference between surface-level diversity and deep-level diversity, and why is it important for managers to recognize BOTH in the workplace?
what is the difference between site of action and mechanism of action ?
1) Affirmative Action programs are typically designed to? Create homogeneous employment groups Be punitive Protect white, non Hispanic Americans Rectify past discrimination 2) Asa and Ruby both sell insurance. Asa is married, has three children, and a new house. Ruby is single and has recently purchased a new Lexus. According to the industrial psychologists ______________. How well their employer motivates them relates directly to their individual needs They will be motivated by the same needs Asa can be motivated through...
What is the difference between a business plan and an opportunity assessment?