a policy of making active efforts to improve the employment or educational opportunities available to members of minority groups or women; -- achieved by employers or schools by using various techniques, but excluding the use of simple quotas or outright discrimination against white males.
A public-policy approach designed to eliminate the current effects of past discrimination by supporting the increased inclusion of historically disadvantaged groups, including women, in employment and education.
A legal movement that attempts to eliminate or remedy past, present, and future acts of discrimination or the effects of discrimination. A positive and constructive action.
Any program, policy or procedure that an employer implements in order to correct past discrimination and prevent current and future discrimination within the workplace.
System designed to remedy past discrimination and due away current and future discrimination.
Good faith efforts to ensure equal employment opportunity and correct the effects of past discrimination against affected groups. Where appropriate, affirmative action includes goals to correct underutilization and development of results-oriented programs to address problem areas.
A positive action program of 4-H member and volunteer recruitment to ensure that young people and adults from all segments of society are given equal opportunity and encouragement to participate in all 4-H programs.
Action taken by a government or private institution to make up for past discrimination in education, work, or promotion on the basis of gender, race, ethnic origin, religion, or disability.
A set of proactive measures to counteract the effects of past and present discrimination, intended or unintended, in employment and program delivery. The groups protected by a series of federal legislation include: women, Blacks, Hispanics, Asians, Native Americans, Vietnam era veterans, special disabled veterans, and individuals with disabilities.
policies that favor members of a protected group; used to equalize conditions in society.
Programs often required by state or federal law that attempt to compensate for discriminatory practices that have in the past denied fair consideration to members of minority groups.
Policy or program designed to redress historic injustices committed against racial minorities and other specified groups by making special efforts to provide members of these groups with access to educational and employment opportunities.
Affirmative Action is a management tool required of federal contractors to ensure equal employment opportunity. It requires a good faith effort to achieve and maintain a workforce in which women and people of color are represented at a level commensurate with their availability in the labor pool from which the employer can reasonably be expected to recruit. Affirmative action does not establish quotas or require employers to hire unqualified employees.
the effort made by an employer to increase employment opportunities for people who belong to a visible minority who are not adequately represented in the firm's labour force. In the U.S., legislation has mandated that certain groups, such as Afro-Americans, will receive this protection in the workplace.
A program that became law with the passage of the Equal Employment Opportunity Act of 1972. This Act was an amendment to Title VII of the Civil Rights Act of 1964, which originally outlawed discrimination in employment practices. The Act requires employers, labor unions, employment agencies, and labor-management apprenticeship programs to make an affirmative effort to eliminate discrimination against and increase employment of females and minorities.
Established during FDR's presidency, intended to provide minorities with increased social, economic, educational, and other opportunities.
Actions, policies and procedures undertaken by a contractor in recruiting, hiring, promotions and all other personnel actions that are designed to achieve equal employment opportunity and eliminate the present effects of past discrimination. Affirmative action requires: (1) thorough, systematic efforts to prevent discrimination from occurring or to detect and eliminate it as promptly as possible and (2) recruitment and outreach measures.
Positive action taken to create a situation which promotes and assists elements of equal opportunity. This can mean removing barriers to equal opportunity in the workplace, such as training women so that they are eligible for a promotion.
a policy designed to redress past discrimination against women and minority groups through measures to improve their economic and educational opportunities; "affirmative action has been extremely controversial and was challenged in 1978 in the Bakke decision"
special measures for members of EEO groups designed to overcome the effects of a past disadvantage or past systematic and structural discrimination, regarded as lawful discrimination under human rights legislation.
Measures taken to correct the effects of past discrimination in hiring and promotion.
a plan that requires employers to make an extra effort to hire and promote people who belong to a protected group.
1. Programs to eliminate the present effects of past discrimination on women and minorities; 2. Requires employers to identify problems in the employment of protected group members and to set goals and take steps to overcome those problems.
Affirmative Action (AA) strategies aim to redress past disadvantages and improve employment outcomes for people from EEO groups. The principle of Affirmative Action acknowledges that equal treatment may not produce equal outcomes; differential treatment may be required to achieve real equity. At UTS affirmative action programs are implemented for Australian Indigenous people, people with a disability and women.
A program designed to increase the participation rates of targeted groups.
Specific action taken by the institution designed to eliminate the effects of discrimination. Many of the actions will include the consideration of race, national origin, sex or disability, along with other criteria, in regard to admissions, special programs, recruitment hiring and promotion.
Actions, policies, and procedures designed to achieve equal employment opportunity, even in the absence of evidence of discrimination.
The policy that provides an advantage to accomplish the purpose of a program that is designed to increase employment opportunities of protected groups. It may involve goals, timetables, or specifically outlined steps to be undertaken to assure that objectives are reached.
A set of explicit actions or programs designed to make educational and employment opportunities more accessible to individuals or groups who have previously been excluded from full participation. In Canada, this term has become synonymous with initiatives which promote gender equity in the workplace.
A process in which employers identify problems areas, set goals, and take positive steps to guarantee equal employment opportunities for people in a protected class.
A Federal government policy to achieve equal employment opportunity in the workplace.
The term used to describe a series of programs -- federal, state and local -- designed to compensate for discrimination. Most affirmative action programs pertain to employment, college admissions and contracting.
Positive action to accomplish the purpose of a program designed to increase the employment opportunities of certain groups. It may involve goals, timetables, or specifically outlined steps to be undertaken to assure that objectives are reached. The Americans with Disabilities Act does not mandate affirmative action for persons with disabilities but does require that covered entities ensure nondiscrimination. Title V, Section 503, of the Rehabilitation Act does require that affirmative action be taken in employment considerations of people witth disabilities by federal contractors.
A policy of correcting past inequalities. For example, hiring people from previously disadvantaged backgrounds in order to create a representative workforce.
Originating in 1965, a court-ordered plan establishing specific goals and timetables for the employment of minorities and women for any private employer or government agency receiving federal funds.
Government sponsored racism.
Action taken by a government or private institution to make up for past discrimination in education, work, or promotion on the basis of age, birth, color, creed, disability, ethnic origin, familial status, gender, language, marital status, political or other opinion, public assistance, race, religion or belief, sex, or sexual orientation.
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the steps taken by companies to eliminate the barriers of discrimination that prevent equal opportunity employment to all minorities.
Also : Positive discrimination. Carried out on behalf of women and disadvantaged groups and members of such groups are placed in dominant positions.
is a set of actions designed to eliminate existing and continuing discrimination, to remedy effects of past discrimination, and to create systems and procedures to prevent future discrimination.
a set of specific and result-oriented procedures to which an employer makes a commitment to apply a good faith effort for achievement of established goals. Specifically, any program, practice, or activity which is designed to: remove artificial barriers to the employment of any protected group or category of persons; eliminate non-job related personnel practices or to increase the job relatedness of current personnel practices; and or enhance the opportunities of subparity groups to compete for employment within the organization.
Proactive action to accomplish the purposes of a program which is designed to increase the employment opportunities of certain groups, which may involve goals, timetables, or specifically outlined steps to be undertaken to assure that objectives are reached.
A popular newspeak expression designating institutionalized positive racism in favour of minorities.
procedures by which racial/ethnic minorities, women, persons in the protected age category, persons with disabilities, Vietnam era veterans, and disabled veterans are provided with increased employment opportunities. This will also include programs for monitoring progress and problem identification. It shall not mean any sort of quota system.
Set of goals for the hiring and upward mobility of women, people with disabilities, African Americans, Asian Americans/Pacific Islanders, Hispanic/Latino Americans and/or Native Americans. Goals are based upon the difference between the availability of these groups in the population and their actual representation in the organization. Affirmation Action does not impose quotes, but instead uses goals and/or targets.
a necessary legislation to ensure that all citizens are treated equally and have the same opportunities the guarantee that all hiring and acceptance practices be based on racial, ethnic, and gender quotas somewhat similar to the existing shares of the population the guarantee that individuals are not hired or accepted based on merit but on skin color, ethnic origin, or gender a clear violation of a person's and organization's liberties of making their own decision on who to associate with and hire
Policy of promoting equal employment opportunity through methods of recruitment, training and promotion.
Relates to civil rights laws and associated plans to achieve equal opportunity in programs and employment for all qualified persons, regardless of their race, color, national origin, age, sex or handicap.
a set of policies and procedures aimed at corrected the effects of past discrimination against women and minorities, especially in employment and education. The Equal Employment Opportunity Commission is the major government agency which deals with affirmative action issues. Affirmative action has been a controversial issue among those who view it as unconstitutional "reverse discrimination" (see Bakke v. Regents of the University of California, 1978) and those who feel that it is a necessary, if flawed, way of ensuring equality in hiring and school admissions. One of the consequences of the 1989 case, Wards Cove Packing Company v. Atonio, was that the Supreme Court shifted the burden of proof of discrimination from the employers to the employees. This overturned the previous precedent that required employers to prove that hiring and employment practices were non-discriminatory with regards to gender or race. Nevertheless, Congress passed a law in 1991 which overturned the Wards Cove decision. The future of affirmative action policies is still unclear.
Action taken by government or private businesses to make up for past discrimination in education, work, and promotion against women and those of specific races, ethnic groups, religions, or disabilities.
A set of explicit actions or programs designed to increase participation at all levels of employment for and by individuals or groups previously excluded from full participation.
(action positive) See "employment equity."
Positive or constructive action rather than inaction. Affirmative action programs and regulations attempt to compensate for discriminatory practices that have in the past denied fair consideration to members of minority groups. For example, an all-white government office may take steps to hire people of color. Or, a mostly-male college program may seek to balance its admissions by giving preference to female applicants. Affirmative action programs are controversial in the present political climate -- many have recently been eradicated or have come under attack -- and the subject is likely to be hotly debated for many years to come.
A hiring policy that requires employers to analyze the workforce for underrepresentation of protected classes. It involves recruiting minorities and members of protected classes, changing management attitudes or prejudices toward them, removing discriminatory employment practices, and giving preferential treatment to protected classes.
This concept involves a commitment to positive action to accomplish the purposes of a program. It may involve goals or timetables and specifically outlined steps that will be pursued to assure that objectives are attained. The ADA does not mandate affirmative action for disabled people. Rather, the ADA requires that covered entities ensure "nondiscrimination". In the context of civil rights for disabled people, affirmative action must be taken under Section 503 of the Rehabilitation Act, which requires affirmative steps and positive outreach by federal contractors in employment considerations.
Affirmative action (or positive discrimination) is a policy or a program whose stated goal is to redress past or present discrimination through active measures to ensure equal opportunity, generally concerning education, employment or seats in parliament and/or government.Richardson, L. Anita. "What is the Constitutional Status of Affirmative Action?: Reading Tea Leaves."