The world is unkind. Consequently, the people in it can be unkind, not just on a personal level, but on a macro, societal level as well. That unkindness can lessen over time, but there are some cases where it never goes away. In the workplace, companies have standards for AAP compliance in order to alleviate some of that unkindness.
Affirmative action is the method by which companies and government institutions seek to combat, or make up for, the historical discrimination experienced by marginalized communities. It seeks to gives those from said communities the exact same opportunities for entering the workforce and being admitted into educational institutions that people from more privileged communities receive simply by virtue of having the right ancestors of the right color.
A company can have an affirmative action plan for a variety of reasons. Maybe someone in charge manage to rise up through the ranks and create systemic change. Maybe the company was mandated to do so by the government.
But whatever the reason, affirmative action is still necessary to an extent. Bias is inherent in most people. Almost no one is completely objective. Media and life experience will always color the way a person sees the world and by extension, other people within it. That subjectivity can be particularly harmful when dealing with someone in a position of power. While having an AAP in place does not remove that bias, it does compel a person to make decisions regardless of inherent bias.
Bias also continues to affect admittance into higher learning institutions. Some students, particularly those with less melanin or those from a model minority, have an easier time getting in than equally accomplished students with darker complexions. There is a persistent belief that some universities outright reserve spots for minority students, in order to meet affirmative action quotas. Privileged students who are denied entry sometimes blame this supposed quota for falling short.
For a racial minority, an AAP can mean the difference between a paycheck and a welfare check. Bias colors the hiring process. As such, a minority may have a harder time finding work than a non minority. But having an AAP in place can make finding work, and the upwards social mobility that comes with it, much easier for someone from an underprivileged community.
Women also benefit from policies explicitly forbidding discriminatory hiring practices. Many men and even some women view female workers as being less efficient than male workers. The belief is that women are too emotional to do the work or that their looks will distract male coworkers, thus lowering overall productivity. There is even the belief that women in the workforce will only remain there as long as motherhood is off the table, that the women will leave once they have birthed children. Having a policy, an actual rule, in place will make it easier for a woman to enter the workforce.
While affirmative action does not guarantee equality of outcome, it does go a long way towards securing equality of opportunity. There are those who decry it as being discriminatory towards the dominant group, likening it to a head start in a race. It is a head start in the race, but the person getting the head start has to carry a weight around the ankles.
Even with necessary policies, equality of outcome is not guaranteed, nor should it be. What is safeguarded, at least in principal, is equality of opportunity. Moving forward requires that everyone be given a fair chance.
Affirmative action is the method by which companies and government institutions seek to combat, or make up for, the historical discrimination experienced by marginalized communities. It seeks to gives those from said communities the exact same opportunities for entering the workforce and being admitted into educational institutions that people from more privileged communities receive simply by virtue of having the right ancestors of the right color.
A company can have an affirmative action plan for a variety of reasons. Maybe someone in charge manage to rise up through the ranks and create systemic change. Maybe the company was mandated to do so by the government.
But whatever the reason, affirmative action is still necessary to an extent. Bias is inherent in most people. Almost no one is completely objective. Media and life experience will always color the way a person sees the world and by extension, other people within it. That subjectivity can be particularly harmful when dealing with someone in a position of power. While having an AAP in place does not remove that bias, it does compel a person to make decisions regardless of inherent bias.
Bias also continues to affect admittance into higher learning institutions. Some students, particularly those with less melanin or those from a model minority, have an easier time getting in than equally accomplished students with darker complexions. There is a persistent belief that some universities outright reserve spots for minority students, in order to meet affirmative action quotas. Privileged students who are denied entry sometimes blame this supposed quota for falling short.
For a racial minority, an AAP can mean the difference between a paycheck and a welfare check. Bias colors the hiring process. As such, a minority may have a harder time finding work than a non minority. But having an AAP in place can make finding work, and the upwards social mobility that comes with it, much easier for someone from an underprivileged community.
Women also benefit from policies explicitly forbidding discriminatory hiring practices. Many men and even some women view female workers as being less efficient than male workers. The belief is that women are too emotional to do the work or that their looks will distract male coworkers, thus lowering overall productivity. There is even the belief that women in the workforce will only remain there as long as motherhood is off the table, that the women will leave once they have birthed children. Having a policy, an actual rule, in place will make it easier for a woman to enter the workforce.
While affirmative action does not guarantee equality of outcome, it does go a long way towards securing equality of opportunity. There are those who decry it as being discriminatory towards the dominant group, likening it to a head start in a race. It is a head start in the race, but the person getting the head start has to carry a weight around the ankles.
Even with necessary policies, equality of outcome is not guaranteed, nor should it be. What is safeguarded, at least in principal, is equality of opportunity. Moving forward requires that everyone be given a fair chance.
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When you are seeking additional info about AAP compliance you should first log on to our homepage. Use this website as your guide by going to http://www.affirmativeactionconsulting.com.
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