Opposing Affirmative Action At Workplaces ✓ Solved

Opposing Affirmative Action At Work Places Affirmative Action Should

Opposing Affirmative Action at work places · Affirmative action should not be considered at work places because it requires employers to meet certain requirements for hiring and promoting of minorities and women (Brown, 2008). This guideline restrains the employers to make decisions on hiring basing on the numbers needed but not the overall qualifications of the individual applying for the job. · Affirmative action has been noted that it creates increased competition for the highly qualified applicants since employers direct their vacancies towards the women and minorities which increases application for those minority groups. · Focus at work places are centered on racial and gender related issues instead of the organization majorly focusing on how an employee will well perform his or her duties at work (Rabe, 2001).

It draws too much attention in the issues that happened in the past concerning discrimination and racism forgetting that although they still exist, one cannot retract injustices done in the past or eliminate them in future completely. · It is not a good policy at work place because social equality is something that begins in childhood therefore it should not be legislated at later stages of college and work places (Dupper and Sankaran, 2014). This makes affirmative action not an equalizer factor, it is something that should have been prevented in first place by cleaning up children in residential areas and cities.

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Title: Opposing Affirmative Action At Work Places Affirmative Action Should

Affirmative action in workplaces has been a contentious issue, sparking debates over its fairness and effectiveness. Critics argue that it imposes rigid requirements on employers, often leading to decisions driven by quotas rather than individual merit. According to Brown (2008), mandatory requirements for the hiring and promotion of minorities and women can constrain employers, potentially compromising the selection of the most qualified candidates and reducing overall workplace efficiency. This critique highlights the concern that affirmative action can inadvertently lead to tokenism and undermine the meritocratic principles that underpin fair employment practices.

Moreover, opponents contend that affirmative action increases competition among highly qualified applicants from different demographic groups. Rabe (2001) notes that employers, aiming to meet diversity targets, may disproportionately focus on minority and female candidates, which can intensify competition for top talent. This dynamic might disadvantage equally or more qualified candidates outside targeted groups, potentially diminishing the overall quality of the workforce. Furthermore, the emphasis on racial and gender identities in employment decisions can distract organizations from focusing on individual performance and capabilities, which are crucial for organizational success.

Another significant critique is that affirmative action draws excessive attention to historical injustices rooted in discrimination and racism. While acknowledging that these issues still exist, critics argue that attempting to rectify past wrongs through legislation does not address the root causes of social inequality. Dupper and Sankaran (2014) posit that social equality begins during childhood, emphasizing the importance of early interventions rather than late-stage policies such as affirmative action in workplaces. They suggest that inequities are better tackled at their source—in educational and residential environments—rather than through legislation in higher education or employment. Failure to do so may perpetuate a cycle where affirmative action serves as a bandage rather than a cure for systemic inequality.

In conclusion, opponents of affirmative action in workplaces believe that it potentially hampers merit-based hiring, intensifies competition among qualified candidates, and shifts focus away from individual performance toward demographic characteristics. They argue that true social equality requires early educational and social reforms rather than remedial policies implemented at later stages, such as in employment practices. To achieve genuine equality, efforts should concentrate on addressing disparities from their roots instead of relying primarily on legislation that may, paradoxically, reinforce division and inefficiency.

References

• Brown, S. L. (2008). Diversifying the Workplace: A Study of Gender, Race, Age, and Salary Level. ProQuest.
• Rabe, J. (2001). Equality, Affirmative Action, and Justice. Books on Demand.
• Dupper, O., & Sankaran, K. (2014). Affirmative Action: A view from the Global South. African Sun Media.