DQ: Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate
HRM 635 Topic 8 DQ 2
DQ: Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate
REPLY TO DISCUSSION
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Replies to Latrice Hatch
“Organizational climate is an important determinant of both individual outcomes such as job satisfaction and organizational commitment and organizational outcomes such as sales performance and customer satisfaction. Climate, defined as the collective perceptions by members of organizational policies and practices is commonly measured through the use of surveys.” (Thompson & Siciliano, 2021) An organizational climate can yield information regarding employees motivation, attitudes, and job performance.
I disagree with the statement stating that EEO and AA enforce quotas on organizations that must be met during the hiring process , thus hiring unqualified applicants. “Equal Employment Opportunity Commission is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance.” ( U. S. Department of Labor, 2022) Applicants and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations may be assisted by the EEOC.
“Affirmative action” means positive steps taken to increase the representation of women and minorities in areas of employment, education, and culture from which they have been historically excluded.” (Stanford Encyclopedia of Philosophy, 2022) My reasoning for disagreeing is that every organization has the right to post job announcements with qualifications. If an applicant does not have the qualifications then they do not qualify for the positions. It is that simple. I do not believe that any law should force a company to hire someone that is not qualified. The law is in place to enforce when someone is discriminated upon based on age, sex, religion, culture, etc. If an applicant is not qualified they are simply not qualified for the position. However, the organization should be able to justify why the applicant is not qualified. For example, if the applicant does not meet requirements for education or experience then it is understandable, but if discriminated based on age, sex, or color then EEO and AA should be involved.
Affirmative Action. (2022). Stanford Encyclopedia of Philosophy. http://platostanford.edu
Thompson, J. R., & Siciliano, M. D. (2021). The “levels” problem in assessing organizational climate: Evidence from the Federal Employee Viewpoint Survey. Public Personnel Management, 50(1), 133–156. https://doi-org.lopes.idm.oclc.org/10.1177/0091026020917710
Equal Employment Opportunity. (2022). U. S. Department of Labor. http://dol.gov
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Latrice- Great thoughts. Keep in mind that the purpose of each of these laws/regulations differ in their goals. EEO seeks to prevent discrimination on the basis of race, ethnicity, gender, age, religion or physical disability. Where as AA seeks to proactively seek out and give preference in hiring to members of historically discriminated groups such as minorities or women, for example.
That is why some claim it creates an advantage. In instances where all factors are the same in Candidate A and Candidate B, preference must be given if the candidate is a woman or a minority. Right or wrong is the ethical question for us all to ponder, but I
DQ Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate
want everyone to understand why some claim that it gives an advantage. For example, in recent 2009 litigation involving New Haven, Connecticut fire department, applicants for promotion were passed over even though they scored higher on the promotion exams than some minority applicants who scored lower but received the promotions. The leaders of the department were actually trying to uphold EEO and AA laws and that’s why they made their promotion decision. The Supreme Court ruled in favor of the applicants that brought the suit in this case. More cases like this are being brought up in court today and will probably increase in years to come.
Do you think more cases like this have the potential to change AA laws over time?
Equal employment opportunity (EEO) means freedom from discrimination based on protected classes such as race, color, sex, national origin, religion, age, disability or genetic information. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.
Affirmative action plans (AAPs) define an employer’s standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs, and the Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met.
Diversity initiatives are goals devised to measure acceptance of minorities by embracing cultural differences within the workplace. Diversity initiatives are twofold: valuing diversity and managing diversity. The value of diversity is achieved through awareness, education and positive recognition of the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disability, ethnicity) within the workplace. The management of diversity expounds upon the experience and establishes the business case for diversity that is closely aligned with an employer’s organizational goals.
The combination of required or voluntary AAPs and diversity initiatives create opportunities for cultural inclusion, respect for differences, acceptance, and respect for all works. This has nothing to do with the expectation of hiring unqualified applicants. It about broadens the spectrum so that those who are qualified have an equal opportunity for the same opportunities as white counterparts.it shame but racism is alive and well. This about his, in the Ukraine war. Black and Brown people are being recused last after their white counterparts. It’s a war so how doe that play. If the world can’t expect for people to rescued fairly, how do I think that Black and brown person is going to get jobs and health benefits fairly without laws in place. Even with laws in place, look At George Floyd, Sandra Bland and many others.