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See Article History Affirmative action, in the United Statesan active effort to improve employment or educational opportunities for members of minority groups and for women.
Affirmative action began as a government remedy to the effects of long-standing discrimination against such groups and has consisted of policies, programs, and procedures that give preferences to minorities and women in job hiring, admission to institutions of higher educationthe awarding of government contracts, and other social benefits.
The typical criteria for affirmative action are race, disability, gender, ethnic origin, and age. Affirmative action was initiated by the administration of President Lyndon Johnson —69 in order to improve opportunities for African Americans while civil rights legislation was dismantling the legal basis for discrimination.
The federal government began to institute affirmative action policies under the landmark Civil Rights Act of and an executive order in Businesses receiving federal funds were prohibited from using aptitude tests and other criteria that tended to discriminate against African Americans.
Subsequently, affirmative action was broadened to cover women and Native Americans, Hispanics, and other minorities and was extended to colleges and universities and state and federal agencies.
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|Introduction||October 14, at This same rhetoric was used in the descriptions of Native Americans, Mexicans, and African Americans from the s until the s.|
|Q's & A's ON AFFIRMATIVE ACTION||Where there are fewer women or minorities than would be reasonably expected, the employer has to establish goals.|
|WHAT IS AFFIRMATIVE ACTION?||Affirmative action in university admissions:|
Bakkein which the U. Supreme Court ruled 5—4 that quotas may not be used to reserve places for minority applicants if white applicants are denied a chance to compete for those places.
Although the court outlawed quota programs, it allowed colleges to use race as a factor in making college admissions decisions.
Two years later a fragmented court upheld a federal law requiring that 10 percent of funds for public works be allotted to qualified minority contractors. The Supreme Court began to impose significant restrictions on race-based affirmative action in In several decisions that year, the court gave greater weight to claims of reverse discrimination, outlawed the use of minority set-asides in cases where prior racial discrimination could not be proved, and placed limits on the use of racial preferences by states that were stricter than those it applied to the federal government.
In Adarand Constructors v.
The Supreme Court effectively upheld the constitutionality of Proposition in November by refusing to hear a challenge to its enforcement.
Legislation similar to Proposition was subsequently proposed in other states and was passed in Washington in University of Texas Law School that there was no compelling state interest to warrant using race as a factor in admissions decisions.
Afterward there were further legislative and electoral challenges to affirmative action in many parts of the country. In the Bollinger decisionstwo landmark rulings involving admissions to the University of Michigan and its law school, the Supreme Court reaffirmed the constitutionality of affirmative action Grutter v.
Ten years later, in Fisher v.
University of Texas at Austinthe Supreme Court vacated and remanded an appeals court decision that had rejected a challenge to an affirmative action program modeled on the one approved in Gratz, finding that the lower court had not subjected the program to strict scrutiny, the most-demanding form of judicial review.
After the appeals court upheld the program a second time, the Supreme Court affirmed that decisiondetermining that strict scrutiny had been satisfied. Learn More in these related Britannica articles:When such "goals" are set separately from or in excess of any federal affirmative action obligations, companies face potential reverse and traditional discrimination liability under federal civil rights laws, such as Title VII of the Civil Rights Act of and 42 U.S.C.
§, as well as state law. Apr 10, · Despite the long history of affirmative action in the United States, it remains a disputed legal concept and the U.S. Supreme Court is again hearing arguments and considering briefs from organizations such as the AAMC during the / court session.
The primary objective of the Affirmative Action Plan, beyond legal compliance, is to take positive steps to ensure equal employment opportunity guidelines apply to all employment practices and decisions throughout WSDOT.
action program must include an analysis of a contractor's employment of women and minorities, and goals and timetables to correct deficiencies.
Affirmath·e action statistical packets are developed and distributed by the Research and. Affirmative action in the United States is a set of laws, policies, guidelines and administrative practices "intended to end and correct the effects of a specific form of discrimination" that include government-mandated, government-sanctioned and voluntary private programs.
affirmative action, reservation, equity, diversity, HRD, United States, India Globalization and Diversity Regardless of nationality, most people would agree that we are living in a connected.