Employee Compliance with Affirmative Action Goals
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The purpose of this research is to review the status of employer compliance with affirmative action goals. Providing equal opportunity to minority groups withn a society is more a social issue than it is a legal issue. Requirements for equal ity may be legislated, and those requirements may be enforced with some degree of effectiveness. Real equality of opportun ity will not occur, however, until such time as the great majority of individuals and organizations within a society voluntarily behave in a socially responsible manner. BACKGROUND ON EQUAL EMPLOYMENT OPPORTUNITY Income distribution objectives, laws prohibiting social discrimination, and, in some instances, policies intended to rectify the effects of past discrimination affirmative action goals have all become a part of "the rules of the game" for American business. Social responsibility is imposed on business and industry in the interest area of employment discrimination in the con texts of hiring, promotion, retention, and compensation. The regulation of business and industry in these contexts is intended to eliminate overt discrimination on the basis of gen der, racial or ethnic background, religious preference, or age, 1 2and, in many instances, as stated above, such regulation is also intended to rectify the effects of past discrimination based
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erican workforce will continue to become less Anglo in character.
The composition of the workforce in the context of sex and minorities was also affected by long term unemployment. While Anglos accounted for 88.3 percent of the employed work force in 1983 the depth of the latest severe recession, they accounted for only 72.2 percent of the long term unemployed 15 weeks or more (Rones, 1984). By contrast, blacks, which accounted for only 9.2 percent of the employed workforce, accounted for 22.4 percent of the long term unemployed, and 4Hispanics, which accounted for only 2.5 percent of the employed workforce, accounted for 5.4 percent of the long term unem ployed. Thus, long term unemployment worked against minority participation rates.
Compensation is the most visible indicator of the presence of inequalities among different groups of employed persons. Wage differentials have existed for as long as there have been industrial societies. These differentials are often perceived by the general public to be representative of legitimate work related differences between different jobs. In point of fact, however, wage differentials are often the product of disparate societal factors, which have combined to create wage di
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Approximate Word count = 1594
Approximate Pages = 6 (250 words per page)
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