Essays academic service


A comparison of affirmative action and equal opportunity

Difference Between Equal Employment Opportunity and Affirmative Action

The concepts of diversity and affirmative action are often confused with each other, but there are substantial differences between both.

Although equal employment opportunity, diversity, and affirmative action are all different, they are interrelated.

Each is directed to achieving equal opportunity in the workplace. Diversity and affirmative action each broaden the concept of equal employment opportunity in different ways.

Latest Online Events

Educating managers and staff on how to work effectively in a diverse environment helps prevent discrimination and promotes inclusiveness. Effectively managing diversity in the workplace can contribute to increased staff retention and productivity. The term "affirmative action" was initially used in Executive Order No.

Kennedy in 1961, regarding the treatment of employees without regard to their race, creed, color, or national origin.

  1. Here are some ways to implement these best practices in any organization and remain compliant with OFCCP requirements simultaneously. Educate management and your employees and encourage diversity applicant referrals.
  2. Diversity is a more inclusive concept and includes people of various religions, marital status, sexual orientation, economic status and a variety of other different states of being.
  3. Educate management and your employees and encourage diversity applicant referrals. Continuously expand diversity recruitment resources, maintain an active database and build professional business relationships with those resources.
  4. In this way, Affirmative Action is a more direct way of ensuring diversity than the Equal Employment Opportunity law. Resulting from historic discriminatory practices the requirement to have an affirmative action policy and plan was designed to ensure that federal contractors made good faith efforts towards recruiting, hiring, training and promoting qualified minorities, women, the disabled and veterans.

The Executive Order was superseded by Executive Order 11246 in 1965. The Order was also expanded by President Lyndon Johnson in 1967 to also include women.

Affirmative action is based on legal directives requiring federal contractors to measure employment practices and to develop a workforce that is reflective of the community in which they work. Resulting from historic discriminatory practices the requirement to have an affirmative action policy and plan was designed to ensure that federal contractors made good faith efforts towards recruiting, hiring, training and promoting qualified minorities, women, the disabled and veterans.

Affirmative action consists of laws, regulations and agencies that were designed to remedy inequities and are limited to addressing discrimination against such groups such as women.

The Manager's Pocket Guide to Diversity Management by Dr. Edward E. Hubbard

Diversity is a more inclusive concept and includes people of various religions, marital status, sexual orientation, economic status and a variety of other different states of being. Diversity is also considered a strategic business practice which continues to increase as distinctions among people in the workplace become more prevalent.

  • Equal Employment Opportunity The Equal Employment Opportunity law requires that employers evaluate all job applicants fairly, without using their race, ethnicity, sex, age, religion or physical disability as a means for discrimination against them;
  • Corporations that participate in Affirmative Action may also provide specialized training and assistance to help women and minorities work up to management roles.

Diversity and affirmative action deal with issues related to discrimination, but in different ways. They are complementary in function, but different in their origins and goals.

  • Diversity and affirmative action deal with issues related to discrimination, but in different ways;
  • However, the programs differ in their goals, requirements and administration methods;
  • They are complementary in function, but different in their origins and goals;
  • When an employee makes an accusation of discrimination, the EEOC conducts an investigation and may either negotiate a settlement or, in cases of egregious conduct, file a lawsuit against the company;
  • Kennedy in 1961, regarding the treatment of employees without regard to their race, creed, color, or national origin.

While affirmative action focuses on taking positive steps to get individuals into the organization, diversity in the workplace works to change the culture within. Here are some ways to implement these best practices in any organization and remain compliant with OFCCP requirements simultaneously: Educate management and your employees and encourage diversity applicant referrals. Annually have voluntary EEO Affirmative Action forms distributed for anyone who wishes to self identify if they did not initially or revise their status if interested in doing so and letting employees know there is no adverse treatment whether the information is provided or not.

Continuously expand diversity recruitment resources, maintain an active database and build professional business relationships with those resources.

Diversity & Affirmative Action in the Workplace: 6 Tips to Stay Compliant

Local veteran halls, minority and female groups, military organizations and disability resources should be normal business practice for maintaining and expanding diversity recruitment resources. Be sure to keep organized records for auditing purposes. For recruitment, compiling a folder for each open opportunity that contains: Staying apprised of all pending laws and regulations is imperative to maintaining compliance.

In implementing these best practices and regulatory requirements, I have found it not only has helped to expand diversity within the organization yet it keeps the company in compliance for all local, Federal and State enforcement agencies.