My Paper

Running head: AFFIRMATIVE ACTION AND HUMAN RESOURCES

Affirmative Action and Human Resources

Robert Stallings

Gardner-Webb University

Abstract

As human resources managers look to reduce the numerous claims of Affirmative Action lawsuits, there is a desire to meet the culture and diversification within the workforce organizational workforce. While the workforce in current days tries to meet the crucial demand for skilled workers, hiring practices have to be considered in order to reduce the many complaints of hiring practices due to Affirmative Action laws in place. While Executive Order 10925, which was signed by President John F. Kennedy on March 6, 1961, the requirement that government employers “not discriminate against any employee or applicant for employment because of race, creed, color, or national origin” and “take affirmative action to ensure that applicants are employed” have since been enacted in the civilian workplace. The purpose of this paper is to educate how Affirmative Action is used within the Human Resource departments with the working environment and the implications of not having it enforced.

Affirmative Action and Human Resources

However you may decide to look at it, affirmative action is and has been a valuable tool. According to Dressler (2011) Affirmative Action is “Making an effort to hire and promote those in protected groups, particularly when those groups are underrepresented” (p. 655). With the passing of the Civil Rights Act of 1964, the law was created to establish “Rights” but almost all business traditions prevented true total equality in employment. President Lyndon B. Johnson decided something needed to be done to remedy those existing flaws. On September 24, 1965 Executive Order # 11246 ordered that federal contractors “take affirmative action to ensure that applicants are employed without regard to their race, creed, color, or national origin.”

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