The following document will look at the importance of affirmative actions and why the board should make a point of implementing these actions. It will also explain how affirmative actions relate to compliance with the provision of equal employment opportunities. Affirmative actions were very useful in the past but analysts say that it is not important today. Affirmative actions have always played an important role in the areas of education and employment and thus each company or organization should implement them.
Introduction
Affirmative actions are the policies that are geared towards the promotion of access to education and employment for non-dominant groups. It is a way of trying to redress the negative effects; actual or perceived discrimination which is regarded as unjust to some bodies like the legislative and the human rights watchdogs. They achieve this through targeted recruitment programs for applicants who are disadvantaged in society. There have been many proponents of affirmative actions; they argue that many forms of discrimination occur where certain social groups in the society are denied entry into schools or access to employment opportunities (Thomas D. Boston, 1999).
Why the Company Board should Implement Affirmative Actions
The role of affirmative action has always been to promote access to education, housing, and employment. This is to prevent the discrimination that takes place during employment because people tend to be employed according to their races, age, and gender as their origin and disability status. This will ensure that all people are given equal opportunities to employment even with those of dominant groups. The reason why the board should implement affirmative action is to base the decisions that it makes on the principle of equal employment opportunities. This means that all the people that will be employed will not be limited to recruitment, training, promotions, hiring, compensation, benefits as well as recreational programs.
This action will enable the company to attract candidates who are qualified for employment with the minority groups being considered as well. The other important thing is that there will be valid requirements that will be used in the process of evaluation, promotion, and employment applications that are compliant with the federal state laws as well as the local laws. These are the laws that prohibit discrimination based on color, race, religion, origin whether national or ethnic, the orientation of sex, and the status of disabilities (Clint Bolick, 1996).
The other reason for the implementation is to recognize that the success of the company relies on the development and the use of human resources in the full range. This is the basis that the company will have achieved equal employment opportunities. This will in turn help the company to continue cultivating and enhancing the diversities that it has. The implementation will also help the company to administer related policies and as a result, assure that the employees are part of the diversity that the company is making strong to sustain distinctions in what it does.
The implementation of affirmative actions policy will ensure that the federal agencies can come and investigate the labor recruitment policies and ensure that there is no discrimination which will be tantamount to lawbreaking. The implementation will help the company to be accountable in the way it conducts its recruitment and hiring processes. This is because affirmative actions were developed by Equal Opportunities Services and the diverse number of people brought in suggestions on how the human resources department and the equal opportunity services should operate.
For this to work, the top management should support equal employment opportunities and affirmative actions concurrently. This will be possible if the board agrees to implement the affirmative action policies where the chairman of the board should be the one responsible for overseeing the implementations. The implementation of affirmative actions by the board is important as it shows the responsibilities and commitments that the company has towards society. This will be brought about by the fact that the company will show the commitment it has in the achievement of equal opportunities of employment. This in turn shows that the programs and all other activities in the company are well coordinated (Barbara Bergmann, 1996).
These activities include implementing and developing procedures, programs, and policies that bring attention to the top management, monitoring the progress, and result reporting about the affirmative action implementations. The implementation is a sign that the company is compliant with the laws that are provided because of the policies that are in it. The laws support affirmative actions and it is constitutional.
The implementation of affirmative actions by the board will be for the company’s good as it will ensure that it has a good task force that will enable it to achieve its goals and objectives.
References
- Barbara Bergmann, 1996 In Defense of Affirmative Action. New York: Basic Books.
- Clint Bolick, 1996 The Affirmative Action Fraud: Can We Restore the American Civil Rights Vision? Washington, DC: Cato Institute.
- Thomas D. Boston, 1999. Affirmative Action and Black Entrepreneurship. New York: Routledge.