What is an example of an affirmative action program?

A government policy that is designed to help minorities and disadvantaged groups in finding employment, getting admissions at universities, and obtaining housing

Table of Contents Show

• Affirmative Action Policy – History
• Affirmative Action – Advantages
• Affirmative Action – Disadvantages
• Ways to Take Affirmative Action
• More Resources
• Viacom Affirmative Action Statement
• NCSC Affirmative Action Statement
• City of Hope’s Affirmative Action Statement
• University of Memphis Affirmative Action Statements
• Lenovo Equal Employment Opportunity and Affirmative Action Policy Statement
• You might also be interested in these 2 popular articles we published:
• Why I wrote this?

Affirmative action, also known as “positive discrimination,” is a government policy that is designed to help minorities and disadvantaged groups in finding employment, getting admissions at universities, and obtaining housing. The policy was originally created to offer disadvantaged groups a boost and increase diversity in communities, the workplace, and learning institutions.

Affirmative Action Policy – History

The policy was introduced in one of John F. Kennedy’s presidential executive orders in 1961 and stated that applicants and employees must be treated fairly regardless of their race, color, or national origin.

By 1967, the list included gender and religion, and the policy aimed to promote anti-discrimination and equal opportunities for people who were previously oppressed, exploited, and exposed to discrimination.

The idea of the policy is for employers and educational institutes to take affirmative action and cease any sort of racial, religion-based, or gender-based discrimination in relation to making admission and employment decisions. However, the policy comes into a controversial spotlight when disadvantaged groups are given preferential treatment.

Affirmative Action – Advantages

1. Climbing the socioeconomic ladder

An individual’s or a family’s socioeconomic status is typically divided into three levels: high, middle, and low, and is determined by their income, education, and occupational status. By giving minorities and disadvantaged groups an equal opportunity to attain education and employment, the policy increases their chances of climbing up the socioeconomic ladder.

2. Boosting the education of disadvantaged students

Disadvantaged families often fall into development and poverty traps if they do not have access to higher education and/or if they cannot afford it. By providing grants and scholarships that are meant for students from disadvantaged groups (e.g., scholarships meant for students of indigenous origin in Canada), affirmative action boosts the education of the students – which has potentially positive future outcomes related to income, health, and socioeconomic status.

3. Promoting education and work on a communal level

Affirmative action promotes education in society by encouraging women and other previously oppressed groups to attend university and offering them equal opportunities and pay, regardless of gender or race. It results in the overall growth and development of human capital in the economy, along with potentially higher standards of living and per capita income.

Affirmative Action – Disadvantages

1. Reverse discrimination

Reverse discrimination is the notion that instead of promoting anti-discrimination, affirmative action leads to discrimination against individuals and groups that come from non-disadvantaged backgrounds. Talented individuals may not be given equal opportunities simply because they are not part of a minority group. It may also result in hatred between majority and minority groups.

2. Lack of meritocracy

Meritocracy is an important system that aims to push more capable individuals to places of higher education so that they may have the resources and knowledge required to make important changes in the world. By encouraging universities to admit more students of a particular race, nationality, or gender, affirmative action may be discouraging meritocracy in educational institutions.

3. Demeaning true achievement

Achievements by individuals from minority groups and other disadvantaged groups may be considered a result of affirmative action rather than their own hard work, which can be demeaning to their true level of effort and confidence in their abilities.

For example, an indigenous student who just graduated with a law degree may be looked at as someone that took advantage of the policy to get there, instead of someone that worked harder than others to get there.

Ways to Take Affirmative Action

1. Employment

In the workplace, affirmative action may include creating diversity and inclusion clauses that promote anti-discrimination. Candidates are usually exposed to a message that promotes diversity and inclusion in the workplace during the employment application process. Companies often provide options where applicants can select whether or not they identify as a minority or as an indigenous individual.

2. Education

Affirmative action at universities can take the form of grants, scholarships, and other types of financial aid that help provide financially distressed students with support to complete their education.

Some governments impose quotas on the minimum number of minority students required for an institution to qualify for certain grants or, in stricter environments, education licenses. It is a common practice in India, where the Reservation System requires universities, employers, and other institutions to have a certain number of seats reserved for people that were previously exposed to class discrimination.

However, quotas can take the form of preferential treatment and can be discriminating towards other groups of students – which is why it’s been deemed illegal in the United States.

More Resources

Thank you for reading CFI’s guide to Affirmative Action. To keep advancing your career, the additional CFI resources below will be useful:

Some of you need to have affirmative action plans, according to the Executive Order 11246 Title 41 Affirmative Action Requirements.

As part of this, you publish what’s called an affirmative action statement  (or “affirmative action policy statement”)

Below are 5 samples of affirmative action statements. You might also check out SHRM’s “Affirmative Action: Statement of Affirmative Action Policy” template here.

The 5 samples of AA statements below are culled from a combination of corporate, non-profit and academic organizations.

Viacom Affirmative Action Statement

source: VIacom’s Affirmative Action Statement page.

The Company reaffirms its belief and commitment in equal employment opportunity for all employees and applicants for employment in all terms and conditions of employment.

The Company has developed and maintained a written Affirmative Action Program (AAP). The company’s Chief Executive Officer supports the affirmative action program and urges each employee to commit to carrying out the intent of this policy. The Company maintains an audit and reporting system to determine overall compliance with its equal employment opportunity mandates. The EEO Administrator oversees the affirmative action plan development, modification, implementation, effectiveness, reporting requirements and conducts management updates. The Company invites any employee to review the Company’s written Affirmative Action Plan. This plan is available for inspection upon request during normal business hours at the Human Resources office.

As part of the Company’s commitment to this overall process, it will seek to ensure that all aspects of employment, including recruitment, selection, job assignment, training, compensation, benefits, discipline, promotion, transfer, layoff and termination processes remain free of illegal discrimination based upon race, color, religion, sex and national origin, disability (as defined under Section 503 of the Rehabilitation Act of 1973) or protected veteran status (as defined under Vietnam Era Veterans’ Readjustment Assistance Act of 1974). Company ensures that all employment decisions are based only on valid job requirements. Regular review helps to ensure compliance with this policy.

The Company will ensure that employees and applicants shall not be subjected to harassment due to their status described above, or any harassment, intimidation, threats, coercion or discrimination because they have engaged in or may engage in any of the following activities: (I) filing a complaint with the Company or with federal, state, or local agencies regarding status covered under this AAP, (2) assisting or participating in any investigation, compliance review, hearing, or any other activity related to the administration of any federal, state, or local equal employment opportunity or affirmative action statute pertaining to the status covered under this AAP; (3) opposing any act or practice made unlawful by section 503 and/or VEVRAA, and (4) exercising any other right protected by section 503 and/or VEVRAA or its implementing regulations in this part.

NCSC Affirmative Action Statement

source: NCSC Affirmative Action Statement of Policy page.

City of Hope’s Affirmative Action Statement

source: City of Hope’s Affirmative Action Policy Statement page.

One of City of Hope’s major objectives is to represent good citizenship and to maintain a reputation for high standards of business. Employees are our most important resource and the basis for our success. We seek an environment characterized by respect for the individual where cultural and ethnic diversity are blended by teamwork into a harmonious work force.

The company continues to be committed to equal employment opportunity to ensure the rights of each person in all Human Resources Department actions, including recruitment, selection, training, compensation, promotion, and recreation, all of which shall be based upon individual ability, interests and performance. This policy has my complete support.

Therefore, all persons shall enjoy the benefits of decisions which are free of discrimination or harassment on the grounds of race, religious creed, color, national origin, ancestry, medical condition, marital status, gender, age, protected veteran status, sexual orientation, or status as an individual with a disability.

The overall responsibility for Affirmative Action Programs rests with me. Kety Duron, the Chief Human Resources and Diversity Officer is responsible for coordination of Affirmative Action Programs. While managers and supervisors are responsible for maintaining a discrimination-free work environment, employees share the responsibility for mutual understanding and a spirit of cooperation.

A copy of the company’s Affirmative Action Plan may be reviewed during normal business hours in the Human Resources Department.

Robert Stone President and Chief Executive Officer

City of Hope

University of Memphis Affirmative Action Statements

The University of Memphis outlines 4 options for affirmative action statements its team can use:

Affirmative Action Statements
It is University policy to accurately portray our diversity in publications, Web sites, etc. Stereotyping individuals either in pictures or words is unacceptable.

View the University of Memphis policy on equal opportunity and affirmative action >

The University has four affirmative action statements that are to be used as follows:

A: Must appear in all major student recruitment publications (viewbook, bulletin, main and recruitment Web sites, etc.).

The University of Memphis does not discriminate against students, employees or applicants for admission or employment on the basis of race, color, religion, creed, national origin, sex, sexual orientation, gender identity/expression, disability, age, status as a protected veteran, genetic information or any other legally protected class with respect to all employment, programs and activities sponsored by the University of Memphis. The following position has been designated to handle inquiries regarding non-discrimination and anti-harassment policies: Director for Institutional Equity/Title VI Coordinator, , 156 Administration Building, 901.678.2713. The University of Memphis policy on nondiscrimination can be found at https://memphis.policytech.com/dotNet/documents/?docid=430.

B: Must appear on all other publications, newsletters and forms produced for off-campus distribution, as well as on major university Web sites.

The University of Memphis is an Equal Opportunity/Affirmative Action University. It is committed to the education of a non-racially identifiable student body.

C: Must appear on all letterhead stationery, internal forms, electronic forms and memoranda, purchased advertisements in newspapers, journals, etc., and in other instances where space does not allow for Statement B.

An Equal Opportunity/Affirmative Action University

D: Must appear in faculty employment opening announcements, flyers and non-purchased advertisements mailed or electronically sent off-campus. The statement should be set in 6- or 7-point type and centered on the back panel or back cover of each publication or at the bottom center of advertisements, flyers, etc.

The University of Memphis is an Equal Opportunity/Affirmative Action employer. We urge all qualified applicants to apply for this position. Appointment will be based on qualifications as they relate to position requirements without regard to race, color, national origin, religion, sex, age, creed, sexual orientation, gender identity/expression, genetic information, disability, veteran status or any other legally protected class.

Lenovo Equal Employment Opportunity and Affirmative Action Policy Statement

Lenovo combines an AAP/EEO Statement on its EEO/AA Policy page.

You might also be interested in these 2 popular articles we published:

• 10 Samples of EEO Statements
• 10 Examples of Awesome Diversity Statements

Why I wrote this?

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