Southern Chicken
Verified User
First, despite the fact that AA is a household term, most people really and truly have no idea what it really means and encompasses. It’s not a quota system (quota systems ARE illegal), it’s not allowing unqualified people a free reign on jobs, it’s not just about hiring, it's not black vs. white…the list of assumptions/misinformation goes on and on,. Companies that are not federal contractors or sub-contractors do not fall under the federal Affirmative Action program and while they may implement their own programs under the guise of AA, AA is NOT any of the above things.
The basic premises of Affirmative Action (Executive Order 11246) can be read here:
http://www.dol.gov/esa/regs/compliance/ofccp/aa.htm, here
http://www.dol.gov/esa/regs/compliance/ofc...ccp/fs11246.htm AND here: http://www.dol.gov/esa/regs/compliance/ofc...cp/ca_11246.htm
If you don’t have time to read, the important parts are highlighted below:
From first link: "The numerical goals are established based on the availability of qualified applicants in the job market or qualified candidates in the employer’s work force. Executive Order numerical goals do not create set-asides for specific groups, not are they designed to achieve proportional representation or equal results…The regulations at 41 CFR 60—2.12(e), 60-2.30, and 60-2.15, specifically prohibit quota and preferential hiring and promotions under the guise of affirmative action numerical goals.
From second link: Each government contractor with more than 50 employees and $50,000 or more in government contracts is required to develop a written Affirmative Action Program (AAP) for each of its establishments…
Expanded efforts in outreach, recruitment, training, and other areas are some of the affirmative steps contractors can take to help members of the protected groups compete for jobs on equal footing with other applicants and employees…
OFCCP conducts compliance reviews to investigate the employment practices of government contractors. During a compliance review, a compliance officer examines the contractor’s [AAP]; checks personnel, payroll, and other employment records; interviews employees and company officials; and investigates virtually all aspects of employment in the company.
Obviously not all companies fall under the federal government’s Affirmative Action program, so they set up their own programs, if desired. I don’t know anything about them because we only worked with federally contracted companies. I assume that quotas may be allowable in certain companies (obviously they've been implemented in school admissions), but those companies have nothing to do with Affirmative Action and EO 11246.
There is one exception to the "no quota" rule for federal AA programs, and that is with respect to women in construction. There is a numerical "goal" of 6.9% of women in construction (these goals are based on data supporting the notion that there are far more than that percentage of women who are qualified, btw).
