Affirmative Action
Affirmative action refers to laws aimed at redressing the effects of past discrimination. The purpose of affirmative action policies is to provide equal opportunity for the people affected historically by discrimination. The determination for eligibility of affirmative action benefits is based on race, ethnicity and gender. The affirmative action policies are also designed to enhance possibilities for minorities and women in areas of education and employment. Not all employers are required to have affirmative action plans in place. Businesses with 15 or more employees or companies with federal contracts must write and adhere to an affirmative action plan by law. An affirmative action plan must have a few vital components to be effective, and if the plan is not followed by the employer, it could result in consequences as severe as indefinite loss of federal contracts. Affirmative action and the affirmative action component of Title VII were written with the motive to "lessen the effects of lingering past discrimination for minorities, women and persons with disabilities." (Summary of an Affirmative Action Plan, 2007).
Who must have a plan?
Affirmative action components are written into Title VII, however, the requirement for employers to take active steps toward employing minorities and women stems from Executive Order 11246. (Employment Law for Business, 2007). Under this order, federal contractors must agree not discriminate against the protected classes which include race, color, religion, gender and national origin. (Erickson, How to Avoid Being Sued for Discrimination: What Every Employer should Know, 2007). In addition, Executive Order 11246 requires that federal contractors who do not employ sufficient representations of minoritie ...