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Chapter 3 part 3

Chapter 3 part 3. Affirmative Action. Many believe the concept of affirmative action got its beginning in 1948 when former president Harry S. Truman officially ended racial segregation in all branches of the military by issuing Executive Order 9981

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Chapter 3 part 3

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  1. Chapter 3 part 3

  2. Affirmative Action • Many believe the concept of affirmative action got its beginning in 1948 when former president Harry S. Truman officially ended racial segregation in all branches of the military by issuing Executive Order 9981 • Officially it began in 1965 when President Lyndon B. Johnson signed EO 11246 © 2008 by Prentice Hall

  3. Executive Order 11246 • Establishes the policy of the U.S. government as providing equal opportunity in federal employment for all qualified people • Prohibits discrimination in employment because of race, creed, color, or national origin • Positive, continuing program in each executive department and agency © 2008 by Prentice Hall

  4. Affirmative Action Programs Approach developed by organizations with government contracts to demonstrate workers are employed in proportion to their representation in firm's relevant labor market © 2008 by Prentice Hall

  5. Degree of Control OFCCP Will Impose • Involves $10,000- $50,000 contracts. These contractors governed by equal opportunity clause • If contractor (1) has 50 or more employees, (2) has contract of $50,000 or more, must develop written affirmative action program for each establishment and file annual EEO-1 report © 2008 by Prentice Hall

  6. Degree of Control OFCCP Will Impose (Cont.) • When contracts exceed $1 million • All previously stated requirements must be met • OFCCP is authorized to conduct pre-award compliance reviews © 2008 by Prentice Hall

  7. What Is Included in an AAP? • Policy statement has to be developed • Analysis of deficiencies in the utilization of minority groups and women • Conduct a utilization analysis • Analyze of all major job groups • Underutilization is defined as having fewer minorities or women in a particular job group than would reasonably be expected by their availability © 2008 by Prentice Hall

  8. Underutilization Example • If utilization analysis shows the availability of blacks for a certain job group is 30%, organization should have at least 30% black employment in that group. If actual employment is less than 30%, underutilization exists, and firm should set a goal of 30% black employment for that job group. © 2008 by Prentice Hall

  9. Primary Focus • Goals and timetables • Annual and ultimate • Annual goal is to move toward elimination of underutilization • Ultimate goal is to correct all underutilization • Goals should not establish inflexible quotas that must be met © 2008 by Prentice Hall

  10. A Global Perspective: Not the Glass Ceiling, the Bamboo Ceiling • Asian Americans are fastest-growing minority in the U.S. • Why are there are so few Asian Americans at the very highest levels of U.S. companies? • Most Asians share certain cultural values that are the opposite of what it takes to succeed in the corporate world © 2008 by Prentice Hall

  11. Guidelines on Discrimination Because of Religion Employers have obligation to accommodate religious practices unless they can demonstrate a resulting hardship © 2008 by Prentice Hall

  12. Methods for Accommodating Religious Practices • Voluntary substitutes • Flexible scheduling • Lateral transfers • Change in job assignments • Union should accommodate by permitting donations © 2008 by Prentice Hall

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