As The Manager Of Human Resources In A Medium-Sized Company

As Themanager Of Human Resourceshrin A Medium Size Company That I

As the manager of human resources (HR) in a medium-size company that is involved with several Affirmative Action initiatives, you have noticed that the racial makeup of your workforce has an increasing number of multiracial employees (or workers who are the offspring of a biracial couple). You are wondering how these employees should be counted in any kind of attempt to implement Affirmative Action. In other words, if future hiring is meant to make the workforce relatively proportionate to the population's racial mix, should workers who are, for example, offspring of an African-American mother and a Caucasian father be counted as White, African-American, or neither? Explain your answer. Discuss the following information: The trend being seen in the general population in terms of people who could be characterized as biracial. Study the following table and comment on the views of multiracial people regarding Affirmative Action found Interviewees' Attitudes Toward Affirmative Action View on Affirmative Action Overall Pro-AA and in favor of biracial persons qualifying 58% Mixed feelings about AA but believe all biracial persons should qualify 23% Pro-AA but unsure whether or not biracial persons who appear white should qualify 4% Pro-AA but believe biracial persons who appear white should not qualify 4% Opposed to AA but believe biracial persons should qualify as long as it exists 11.5% (Korgen, 1999) How do you think biracial people should be counted in terms of Affirmative Action initiatives? Explain your answer from an objective perspective. This should be the main focus in your discussion.

Paper For Above instruction

This paper explores the complex issue of how multiracial employees should be counted within Affirmative Action (AA) initiatives, considering societal trends, legal frameworks, and the perspectives of multiracial individuals. The core question addresses whether individuals of mixed racial heritage should be classified as a single race, multiple races, or a separate category altogether in efforts to promote workforce diversity proportionate to the population.

The increasing prevalence of multiracial individuals in society reflects demographic shifts observed across many countries, particularly in the United States. Census data reveal a steady rise in multiracial identification; for example, the U.S. Census Bureau’s 2000 Census introduced a multiracial category, which saw continued growth in subsequent surveys. This trend suggests that traditional racial classifications are becoming less definitive, and social identities are increasingly fluid and overlapping. Many multiracial people identify with multiple racial backgrounds or prefer to define themselves beyond rigid categories, highlighting the importance of evolving classification systems in workforce and policy contexts.

In implementing Affirmative Action, the primary goal is to bolster opportunities for historically marginalized groups, addressing systemic disparities rooted in racial discrimination. Historically, AA policies have categorized individuals based on singular racial identities, often through self-identification or official classification systems. However, the rise of multiracial identities complicates this process, raising questions about how to count individuals who embody multiple racial heritages.

From an objective perspective, counting multiracial employees in AA initiatives can be approached through different models. The “multiple identification” model allows individuals to self-identify with more than one racial category, acknowledging the complexity of racial identity. This approach aligns with the view expressed by many multiracial individuals and the U.S. Census, which permits respondents to select multiple races. Such a method ensures that the diversity within multiracial populations is recognized and how these individuals' experiences intersect with issues of race and opportunity.

Alternatively, a “single-race” classification may assign multiracial persons to the race they primarily identify with or that aligns with their societal perception. While simpler to implement, this risks marginalizing the multiracial experience and potentially underrepresenting the diversity of identities. For example, a person of African-American and Caucasian heritage might identify predominantly as Black or white, but this choice can influence how their inclusion in AA efforts is perceived and calculated.

The findings from the referenced study (Korgen, 1999) indicate a spectrum of attitudes among multiracial people regarding Affirmative Action. A majority (58%) are supportive and believe that biracial individuals should qualify for AA. Conversely, some respondents hold mixed views, with a small percentage (4%) specifically questioning whether biracial individuals who appear white qualify, reflecting societal perceptions of race based on appearance. Others opposed to AA still recognized the significance of including biracial individuals under existing policies.

Objectively, counting multiracial individuals in AA initiatives should prioritize fairness and inclusivity. A balanced approach would involve recognizing multiracial identities as valid and allowing individuals to define themselves. This aligns with principles of self-identification and respects the diversity of experiences within multiracial communities. It would also support the goal of AA by ensuring that all individuals who face racial discrimination and marginalization, regardless of the specific racial labels they choose, are included in diversity efforts.

Furthermore, adopting a flexible categorization system can improve the efficacy of AA initiatives by capturing the full scope of racial diversity in the workforce. For instance, multi-racial categories could be incorporated into diversity tracking and reporting, providing a more accurate reflection of the workforce's demographic composition. This approach can also aid organizations in addressing nuanced issues of racial bias and opportunity gaps that affect multiracial employees differently than mono-racial counterparts.

In conclusion, from an objective standpoint, multiracial employees should be counted through a system that recognizes their self-identified racial identity, supports diversity, and aligns with the goals of Affirmative Action. A multiple-identification model respects the fluidity of racial identities and enhances the accuracy of demographic data used for policy development. As society continues to evolve, so too must the frameworks used to foster equality and representation, ensuring they are inclusive and reflective of the actual identities of multiracial individuals.

References

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