HRM 635 Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate

HRM 635 Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate

HRM 635 Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate

Equal employment possibility (EEO) way freedom from discrimination primarily based totally on covered lessons inclusive of race, color, sex, countrywide origin, religion, age, disability, or genetic information. EEO rights are assured via way of means of federal and nation honest employment legal guidelines. They are enforced via the Equal Employment Opportunity Commission (EEOC) and its national counterparts. The precept in the back of EEO is that every man or woman ought to have the equal get right of entry to possibilities within the workplace (U.S. Department of the Interior, 2019). EEO offers identical get right of entry to and possibility, making sure nobody is excluded from participation. Equal employment possibility (EEO) additionally protects personnel from retaliation after having voiced, filed, or participated in a discrimination grievance or lawsuit. The U.S. Equal Employment Opportunity Commission is accountable for imposing those legal guidelines.

Affirmative motion plans (AAPs) outline an employer’s fashionable for proactively recruiting, hiring, and selling girls, minorities, disabled individuals, and veterans. Affirmative motion is fixed of specific, results-orientated applications and sports designed to accurately the underutilization of minorities and girls within the workplace. Affirmative motion is deemed an ethical and social duty to amend historical wrongs and take away the overall outcomes beyond discrimination (UC Berkeley, 2021). AAPs encompasses numerical measures to grow the illustration of minorities. Federal contractors above positive greenback limits must institute AAPs, and the Office of Federal Contract Compliance Programs is charged with imposing contractor affirmative motion mandates. Without violating Title VII of the Civil Rights Act of 1964, employers may also institute voluntary AAPs for treatment beyond discrimination if favorable situations are me (SHRM, 2019)t. The essential distinction between affirmative motion and identical employment possibility is that affirmative motion specializes in actively assisting the ones constantly disadvantaged of fair and identical treatment. In contrast, identical employment possibility specializes in giving all and sundry the equal possibility to succeed. Both standards are associated with HR, Administration, and exertions legal guidelines. Fairness is the remaining purpose of each standard. In the shortest form, the essential distinction between affirmative motion and identical employment possibility is that affirmative motion specializes in discrimination toward minorities. In contrast, identical employment possibility specializes in discrimination towards anyone.

Moreover, identical employment possibility is broadly used, a universally generic concept. Conversely, the affirmative motion has long passed via several criminal conflicts and remains arguable in a few countries. Furthermore, affirmative motion is designed primarily based on historical information, while identical employment possibility is a fashionable coverage that does not contain historical information. Besides, affirmative motion varies from region to region, relying on minority groups, while identical employment possibility now no longer has such deviation. So that is every other distinction between affirmative motion and identical employment possibility. Also, economically valuable resources like price range and scholarships are prepared for minorities to sell affirmative motion, even as such necessities are not visible in identical employment possibilities.

SHRM. (2019). What is the difference between EEO, affirmative action and diversity? SHRM. https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/eeo-affirmative-action-diversity.aspx

U.S. Department of the Interior. (2019). Regulatory agencies. Www.doi.gov. https://www.doi.gov/pmb/eeo/Regulatory-Agencies

UC Berkeley. (2021). Equal employment opportunity/affirmative action: Concepts & definitions | people & culture. Hr.berkeley.edu. https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/eeo-affirmative/concepts

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS HRM 635 Equal Employment Opportunity (EEO) and Affirmative Action (AA) are not required in today’s evolved organizational climate:

Equal employment opportunity (EEO) means freedom from discrimination based on protected classes such as race, color, sex, national origin, religion, age, disability or genetic information. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.

Affirmative action plans (AAPs) define an employer’s standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs, and the Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met.

Diversity initiatives are goals devised to measure acceptance of minorities by embracing cultural differences within the workplace. Diversity initiatives are twofold: valuing diversity and managing diversity. The value of diversity is achieved through awareness, education and positive recognition of the qualities, experiences and work styles that make individuals unique (e.g., age, race, religion, disability, ethnicity) within the workplace. The management of diversity expounds upon the experience and establishes the business case for diversity that is closely aligned with an employer’s organizational goals.

The combination of required or voluntary AAPs and diversity initiatives create opportunities for cultural inclusion, respect for differences, acceptance, and respect for all works. This has nothing to do with the expectation of hiring unqualified applicants. It about broadens the spectrum so that those who are qualified have an equal opportunity for the same opportunities as white counterparts.it shame but racism is alive and well. This about his, in the Ukraine war. Black and Brown people are being recused last after their white counterparts. It’s a war so how doe that play. If the world can’t expect for people to rescued fairly, how do I think that Black and brown person is going to get jobs and health benefits fairly without laws in place. Even with laws in place, look At George Floyd, Sandra Bland and many others. 

 “Organizational climate is an important determinant of both individual outcomes such as job satisfaction and organizational commitment and organizational outcomes such as sales performance and customer satisfaction. Climate, defined as the collective perceptions by members of organizational policies and practices is commonly measured through the use of surveys.” (Thompson & Siciliano, 2021) An organizational climate can yield information regarding employees motivation, attitudes, and job performance.

I disagree with the statement stating that EEO and AA enforce quotas on organizations that must be met during the hiring process , thus hiring unqualified applicants. “Equal Employment Opportunity Commission is an independent federal agency that promotes equal opportunity in employment through administrative and judicial enforcement of the federal civil rights laws and through education and technical assistance.” ( U. S. Department of Labor, 2022) Applicants and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations may be assisted by the EEOC.

“Affirmative action” means positive steps taken to increase the representation of women and minorities in areas of employment, education, and culture from which they have been historically excluded.” (Stanford Encyclopedia of Philosophy, 2022) My reasoning for disagreeing is that every organization has the right to post job announcements with qualifications. If an applicant does not have the qualifications then they do not qualify for the positions. It is that simple. I do not believe that any law should force a company to hire someone that is not qualified. The law is in place to enforce when someone is discriminated upon based on age, sex, religion, culture, etc. If an applicant is not qualified they are simply not qualified for the position. However, the organization should be able to justify why the applicant is not qualified. For example, if the applicant does not meet requirements for education or experience then it is understandable, but if discriminated based on age, sex, or color then EEO and AA should be involved.

Affirmative Action. (2022). Stanford Encyclopedia of Philosophy. http://platostanford.edu

Thompson, J. R., & Siciliano, M. D. (2021). The “levels” problem in assessing organizational climate: Evidence from the Federal Employee Viewpoint Survey. Public Personnel Management, 50(1), 133–156. https://doi-org.lopes.idm.oclc.org/10.1177/0091026020917710

Equal Employment Opportunity. (2022). U. S. Department of Labor. http://dol.gov

Keep in mind that the purpose of each of these laws/regulations differ in their goals. EEO seeks to prevent discrimination on the basis of race, ethnicity, gender, age, religion or physical disability. Where as AA seeks to proactively seek out and give preference in hiring to members of historically discriminated groups such as minorities or women, for example. 

That is why some claim it creates an advantage. In instances where all factors are the same in Candidate A and Candidate B, preference must be given if the candidate is a woman or a minority. Right or wrong is the ethical question for us all to ponder, but I want everyone to understand why some claim that it gives an advantage. For example, in recent 2009 litigation involving New Haven, Connecticut fire department, applicants for promotion were passed over even though they scored higher on the promotion exams than some minority applicants who scored lower but received the promotions. The leaders of the department were actually trying to uphold EEO and AA laws and that’s why they made their promotion decision. The Supreme Court ruled in favor of the applicants that brought the suit in this case. More cases like this are being brought up in court today and will probably increase in years to come.

Do you think more cases like this have the potential to change AA laws over time?