When looking for a job specifically in the US, you would never want to catch the words: “The position was filled by someone else.” However, it appears quite frequently due to faulty hiring practices that are highly debatable across the US and other countries. In addressing this problem, there are precise parties concerned with recruiting for official purposes only, while at least one party should seek direct recruitment to promote social mobility. Such a system can cause prominent resentment in people or even lead them to a state of urgent need. Due to the rising conflicts, such as in the US with riots and debates over current policies, affirmative action can be a middle ground for equality in the job market.
Discrimination and a sharp lack of legislative framework on equality have been causing much fewer possibilities for education and job searching for many years. Affirmative action proponents argue that the consequences of these imbalances reverse the negative effects of crucial discrimination in earlier times. The new pattern would ensure all minority groups to be able to find a fitting workplace and maintain a decent quality of life. The contrary opinion argues that people with benefits from affirmative action can become a subject for large organizational losses based on employee incompetency. However, numerous social studies and practices show a significant positive impact on workplaces and the labor market as a whole (Warikoo and Utaukwa 2398). Employees feel much more comfortable in a healthy environment of equity, which increases the overall level of productivity.
In numerous countries, the quota for employee inclusion eventually directed to the equity of job opportunities for women. The study found that the affirmation-based approach increased the number of women in senior management positions, such as chairman of the board of directors and CEO, even though these positions were not explicitly mandated by law (Morgenroth and Ryan 3). Furthermore, having a fair number of women on boards (minimum of three) was linked to solely positive work outcomes and notably enhanced productivity. This data highlights the essential need of setting high goals for quotas and implementing the new legislative hiring framework (Morgenroth and Ryan 3). The principal strategy should include the support of womens capacities and increasing their positive experience in workplaces.
Another argument that demonstrates the beneficial reality of affirmative action is that it assists the recruitment of minority groups. It is particularly valid in all fields of activity, as disadvantaged people are frequently looked down on and neglected due to the strong bias. They do not have equal possibilities for employment and usually need critical help on behalf of work and education (Warikoo and Utaukwa 2398). Having the affirmation strategy would minimize the occurrence of such prejudice and thereby aid minorities in increasing their presence in the workplace.
The new pattern may act as a solution that leads to the long-term development of workplace culture and initiates a positive transformation of corporate practices. Affirmative action in Italy, introducing a 33 percent quota for women on all political party lists, demonstrates that increased cooperation develops the overall well-being and productivity for a significant period (Morgenroth and Ryan 3). India acknowledges that constituencies where a female leader was randomly appointed for ten years were more likely to give their votes for a female leader in the next election (Morgenroth and Ryan 3). It is not about an absolute change of male leaders to women, but equality and freedom of choice are being actively promoted.
Affirmative action encourages inclusion and diversity in the workplace for at least a few decades. Within the plan implementation, many workplaces started to hire employees of diverse cultural and ethnic backgrounds. Since the introduction of affirmation policies, companies have seen steady progress in terms of diversity and inclusion, with both employers and employees learning from different cultures and appreciating varied perspectives (Warikoo and Utaukwa 2398). Workers get the unique opportunity to look at all companys processes from multiple critical lenses and find the most fitting solution.
Globalization has advanced international bonds to incredible levels. Any under-representation can negatively affect not only work relationships but established global relations. It can potentially result in the loss of foreign investment opportunities for the company due to the foreign minority employees’ deliberate underrepresentation. Foreign partners may find this an insult that can affect the willingness to engage in business or diplomatic cooperation (Warikoo and Utaukwa 2398). As a result, the company’s image would be damaged, multiple profit opportunities would be lost, and bankruptcy would be highly possible.
The main concern with affirmative action is that the idea of favoritism or injustice will or would occur when using affirmative action policies. The idea of this is while it is possible should be taken lightly. While, possibilities of “reverse discrimination” the policies would need to be so dramatic that labor would be so limited it would reach unattainable (Morgenroth and Ryan 3). The motive left is, that to be blunt, it is morally right to allow for those of color or minorities a fair opportunity for leadership within companies.
The main problem with supporting action is that the idea of favoritism or reverse injustice may potentially arise from affirmative action policies. The opinion behind this is quite possible; however, it should be taken carefully and with great attention. The workplaces are so biased already that there will be a long way for implementation for at least a smaller part of an affirmation idea (Warikoo and Utaukwa 2398). The principal reason is to give people of color or minorities a fair opportunity to contribute or lead companies.
Using affirmative action, the use of gradually restoring fairness equality can be achieved. Such that equality is not just for in the workplace, it is instead used for the loosening tensions across the world. For example, controversies have risen between people of color and police brutality, that was later a result of the controversy in the US that continued for the last few years (Warikoo and Utaukwa 2398). While affirmative action does not have direct policies for inequality outside of the workplace, it is a step in the right direction for equality for morally defined situations.
Unfortunately, affirmative action has not seen full and extensive research or data on the effectiveness that can result in assumptions and stereotypes made in different situations. With more information and data provided the consequences along with the benefits can provide a better sense of how affirmative action can be used to provide moral and justified use. The use of more statistics and data can be a determining factor for effectiveness (Morgenroth and Ryan 3). The unfortunate reality of this is that policies would need to be taken into effect immediately to understand the short/long term effects of affirmative action.
In conclusion, the use of affirmative action has the opportunity to lead to equality not only in the workplace but in all parts of the world. Recognition of the equality of people before each other and the law has great potential for changing the standard of living and self-awareness of a person. It can lead to increased productivity and motivation to work for a righteous society. The problem denial and system resistance will not lead to any innovations or new concepts in the workplace policies in the US or other countries. Only additional extensive researches, legal frameworks development, and a complete change of companies’ states of mind can decrease the severe long-term injustice in the job market.
Morgenroth, Thekla, and Michelle K. Ryan. “Quotas and Affirmative Action: Understanding Group-Based Outcomes and Attitudes.” Social and Personality Psychology Compass, vol. 12, no. 3, 2018. Web.
Warikoo, Natasha and Utaukwa, Allen. “A Solution to Multiple Problems: The Origins of Affirmative Action in Higher Education around the World.” Studies in Higher Education, vol. 45, no. 12, 2020, pp. 2398-2412. Web.