Affirmative Action Recommendation for Affirmative Term Paper

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Affirmative action simply paints a broader picture of the person being considered and helps overcome implicit selection bias or favoritism for groups that are more 'like us.' Although we might like to think so, in the words of President Clinton: "The job of ending discrimination in this country is not done" (Harris 1995)

Affirmative action works by setting flexible goals for the organization, and these goals "are based on the percentage of qualified minorities and women in the region" (Kangas, 2006). A company that searches in good faith but fails to find qualified minorities or women is not penalized for their failure, and unlike in a quota system, a "company incurs no legal penalty if it makes a good-faith search but still cannot meet its goals.

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Affirmative action allows an employee's contribution to the diversity of the company to be a factor in recruiting and hiring decisions" but it is not an inflexible mandate (Kangas, 2006).

In today's global marketplace, where a company must cater to an increasingly wide array of clients from different backgrounds, a diverse workforce is economically as well as legally a necessity. A person of African-American origin can provide valuable input when creating a new advertising campaign directed specifically towards that community, and a Japanese-American can provide advice to persons on how to conduct themselves at the corporation's new Asian branch. Affirmative action helps society, but with the organization's own self-interest in mind -- it can also help us as an organization.

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