Affirmative Action Paper

AFFIRMATIVE ACTION PAPER

BY

QUINTA MILLER

JANUARY 8, 2016

        Affirmative action plans and programs are designed and positively structured behavior for both the private and public sector employers.  Both the private and public sector employers have different laws under Title VII that are designed to protect both the employers and the employees.  Each laws varies under Title VII with both the private and public sector employers.  In the essay, I will explain how the affirmative actions plans differs in public and private sector employers and the requirements under Title VII.

        According to hubpages.com, “Affirmative action programs are intended to positively structure the behavior of both private sector and public sector employees. Some laws may apply to just private employers, while others may apply to educational institutions, employment agencies and public sector employees. Still, the laws do take into account how many employees are working at a company, and how many employees are in each location. Even so, companies of every size should make an ethical effort to avoid discrimination. “  “Affirmative action plans may be voluntary or court ordered, and the intention of such plans is to give opportunities to a group that has been traditionally discriminated against.”  “Title VII prohibits many forms of discrimination in the workplace. Still, the historical presence of discrimination has caused many industries to have a natural discrepancy in the number of minority employees. In these situations, affirmative action programs are used to help add balance to industries with historical statistical imbalances. They do this by encouraging employers to show preference to minority employees with equal qualifications until balance is achieved. Employers who do not follow these guidelines may be required to adopt an affirmative action plan through court order. If they do not correct the imbalance, then the companies can be prosecuted under the Title VII statutes.”(hubpages.com, 2016)

        “Title VII prohibits many forms of discrimination in the workplace. Still, the historical presence of discrimination has caused many industries to have a natural discrepancy in the number of minority employees. In these situations, affirmative action programs are used to help add balance to industries with historical statistical imbalances. They do this by encouraging employers to show preference to minority employees with equal qualifications until balance is achieved. Employers who do not follow these guidelines may be required to adopt an affirmative action plan through court order. If they do not correct the imbalance, then the companies can be prosecuted under the Title VII statutes.”(hubpages.com, 2016)

        Organizations that have 50 or more employees and have contracts to offer goods and services that are worth $50,000 or more for the federal government have to conform to affirmative action. Once an organization decides to do a contract with the government, that organization is then agreeing not to discriminate during any employment decisions, and has to make sure they are in compliance with the affirmative action’s requirements.

As far as the private sector, organizations commonly follow the policies and procedures that are developed by the Equal Employment Opportunities Commission (EEOC). These particular types of organizations do not have to accept any affirmative action laws. But, if a private business with 50 or more employees has a contract with the federal government worth $50,000 or more, they are then required to have an affirmative action plan in place. Public sector organizations use both the (EEOC) policies as well as an affirmative action.

All employers have to follow specific requirements to uphold their contracts with the federal government when it pertains to affirmative action. Employers are obligated to: 1) post information in well seen areas, communications that are developed by the contracting officer that go over the provisions of the non-discrimination section, 2) Include in all of the contractor’s announcements for prospective employees a statement that states that all applicant will be measured without any regards to their race, color, sex, gender, or faith. 3) Organizations have to include statements of responsibility in all purchase orders and sub-contracts. 4) Finally, organizations have to provide any necessary information that is mandatory by the executive order along with granting access to any books, records, and accounts of the contractor and sub-contractor.