MGT3045 WK2 Project

Affirmative Action and Reverse Discrimination

Af�rmative action is often described as a quota system where the employer is forced to hire a speci�c

number of people from races designated as minorities. But the law does not require organizations to

provide jobs for minorities.  Af�rmative action involves taking proactive measures to increase the

number of women and minorities in the workplace in an effort to make up for past discrimination. If an organization is located in an area dominated by Hispanics, it needs to try and recruit that percentage

of Hispanics. If the organization is located in an area with few or no Hispanics, it may not need to hire

many or any.

Consider the example of a small organization that provides software services to the Department of

Defense. As a federal contractor the organization should comply with af�rmative action regulations. If

the organization conducts its business in a small homogenous town with few minorities, under the legislation, it may not need to seek out minorities as employees. On the other hand, if the organization

conducts its business in a community with a high number of Hispanics, it may need to proactively seek

ways to recruit and retain Hispanic employees.

The legislation does not stipulate that the organization should hire minorities if they were not quali�ed

or suited for the job, but it does require that organizations attempt to do so. If another applicant is

more quali�ed the organization may hire the better candidate. Implementing or conforming to

af�rmative action at times results in the problem of reverse discrimination. This occurs when two equally quali�ed candidates apply for a position. If one candidate is a white male and the other an

Asian female, the organization may offer the position to the minority, attempting to meet its

responsibility for af�rmative action.  Accusations of reverse discrimination may result.

The EEOC provides guidelines to help employers determine which job functions are essential. To avoid

potential lawsuits, organizations should support lists of essential job functions with hard evidence

based on the information found in job descriptions and assessments of typical work duties. (Mathis, 2017, p. 103).

 

Additional Materials

Essential Functions (media/week2/SUO_MGT3045_W2%20L3.pdf?

_&d2lSessionVal=F4QPIlxC1x53HRXrSi4mpIFVi&ou=92916)

Managing Diversity (media/week2/SUO_MGT3045_W2%20L3%20B.pdf? _&d2lSessionVal=F4QPIlxC1x53HRXrSi4mpIFVi&ou=92916)



