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Essay / Research Paper Abstract
A 4 page paper discussing the current relevance of affirmative action initiative in light of organizations’ discovery of the benefits of the diverse workforce. The goal, however, should be to discourage discrimination of any kind. In this light, businesses should strive to build workforces more diverse than the law requires. Not only is it good for business in general, it also allows the organization greater freedom in hiring so that it can first select candidates based on qualification, rather than on demographic characteristics. Bibliography lists 1 source.
Page Count:
4 pages (~225 words per page)
File: CC6_KSafAction04.rtf
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Unformatted sample text from the term paper:
American business no longer is an issue of black and white, or of meeting EEOC standards in hiring. The demographic changes taking place even now are such that Hispanics
represent the fastest-growing ethnic group in the nation, and it is expected that they will outnumber blacks in the US within the span of the current generation. Added to
this is the rapid growth of Asians of the Pacific Rim, and growth within other ethnic groups as well. As organizational attention to
the value of diversity has increased, it has become apparent that affirmative action initiatives no longer are as relevant - or needed - as in the past. Affirmative Action v.
Diversity Mendelson and Mendelson (1996) note that demographic differences and these changes that even now are underway "can lead employees to different values
and working assumptions, thus producing misunderstandings and disagreements" (p. 118). Further, "diversity" no longer refers only to ethnic origin but also includes issues of age, religion, even sexual orientation.
Other qualifications can enter in as well. An example is that "some people talk too much or too loudly, some have child-care responsibilities and others have elderly parents
who require care" (Mendelson and Mendelson, 1996; p. 118). All we can expect within workplace diversity is for it to intensify. While
many organizations address diversity in flowery and hopeful language, many are failing in their attempts to incorporate diversity into their corporate culture. Problems with Distinctions
Organizations can benefit from the diversity of perspectives that arise with diversity of people, and diversity can engender a dynamic and expanding atmosphere. If not properly handled
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