Affirmative action as a system of correction

If administered properly, affirmative action can benefit the entire corporate workforce, not just minorities and women. A diversified workforce is better able to serve the needs of consumers in a global economy. Better service translates into corporate growth and increased employment opportunities for all. Therefore, using utilitarian rule theory, giving a slight advantage to women and minorities results in the greater good. Equal opportunity policies have failed in many corporate settings because managers are unable to move beyond affirm

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at mid-level management. No women hold executive positions or sit on the board of directors. Vacancies in executive positions are never openly advertised. When positions become available, the male vice-presidents decide in private who should fill it using old-boy networking. In addition, women are treated as second-class citizens in meetings with clients, visits to factory sites, and during non-work related activities. Male executives at Triton admit that gender discrimination exists in their company and in their industry. According to Ed, a vice-president: "Factories are still a man's world . . . To be any good in marketing you have to know how to relate to your client; that means getting to know him, going out drinking with him, talking sports, hunting, whatever he's interested in" (Seymour, 1995, p. 387). Men generally do not feel comfortable socializing with women. When such socialization occurs, the issue of sex may arise. Managers are often so intimidated by the threat of sexual harassment suits that they sometimes use them as justification to keep women out of male-dominated employment areas. In addition, male managers perceive women employees as being unreliable. If women are married, their supervisors fear t
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Approximate Word count = 2123
Approximate Pages = 8 (250 words per page)