Significance tests help set affirmative action goals
Article Abstract:
Federal contractors and subcontractors should adjust their affirmative action plans so they are in compliance with current legal developments, and identify job groups in the greatest need of good faith efforts to achieve work-force diversity. The procedures contractors and subcontractors should follow to determine if the plans need to be adjusted include comparing the projected availability for women and minorities in each job category to the work force; comparing the current number of women and minorities to their projected availability; and determining the actual number of women and minorities that are necessary to match job groups to availability. The risks of not making a good faith effort include facing government audits, incurring legal expenses, and being forced to pay legal awards and remedies.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1990
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Affirmative action is necessary and ethical
Article Abstract:
Affirmative action programs are important, ethical programs which have positive impacts on employment in the US business environment. The programs are beneficial because: they open doors for minorities; they raise the self-esteem of minority group members; and they provide results based on the law that rhetoric cannot. The programs are ethical because they help to establish a general concept that all US citizens should be treated fairly and equally. Additionally, the programs are ethical because they establish the right of minorities and women to have fair opportunities to try for jobs.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1989
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Affirmative action or reverse discrimination
Article Abstract:
Though reverse discrimination is usually considered in terms of selection quotas and goals, the term also covers internal decisions. Reverse discrimination is only one form of affirmative action. The use of the Delphi Technique to forecast the end of minority discrimination in a survey of personnel directors shows that almost 25 percent of the responding personnel directors gave the mean response for the year 2080, while some experts pick the year 2040.
Publication Name: Personnel Journal
Subject: Human resources and labor relations
ISSN: 0031-5745
Year: 1985
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