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Affirmative Action

As a recruiter of the Human Resources department, I strongly recommend that the company should begin to implement affirmative action policies. I strongly feel that implementing this policy, our company will continue to grow and not be judged as a racist company by not willing to hire a certain race, age, or gender of people. Although we have not had any such lawsuits basing the company on this sensitive subject, it would be best to start before something of this nature takes place. The company can monitor their progress of this program on a quarterly basis so it will allow the board of directors to see each quarter (broken down by each month in the quarter) and find out areas of improvement. Creating a chart will allow us to view departments that lack race, gender, or even age. By setting up a plan and goals of affirmative action, the company can note areas that were lacking due to the extent of discrimination. If a person applying for a certain position that has adequate training and excellent experience, but lacks an educational experience, the affirmative action plan will allow this person the right to work in such department whether they have the recommended education or not.

The reason why the company may feel opposed to the affirmative action policies is that there may come a time when people of a certain race or sex aren’t as qualified as other groups for the same positions. Many may see it as one group benefiting and another group is disadvantaged. In this instance, HR will have to deal with the reverse discrimination and dealing with lawsuits. By displaying reverse discrimination there will need to be justification of the occurrence and principle compensation awarded. If employees of different races as well as women were hired within the affirmative action policy that does not necessarily mean that employment rate for that company has improved. Affirmative action does not treat everyone equally.

By setting up the affirmative action policy, the...