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					  Iowa Civil Rights Commission
                Disclaimer



   The information contained in this
  presentation is a brief overview and
should not be construed as legal advice
  or exhaustive coverage of the topic.
Affirmative
   Action
   Plans
What is an Affirmative Action Plan?

 An Affirmative Action Plan sets standards
 for the recruiting, hiring, and promotion of
 women and minorities to eliminate the
 present effects of past employment
 discrimination.
Iowa Civil Rights Commission
and Affirmative Action Plans

 The Iowa Civil Rights Commission does not
 enforce laws regarding Affirmative Action
 Plans.
 A person who feels discriminated against as
 the result of an Affirmative Action Plan, can file
 a complaint with the Iowa Civil Rights
 Commission, based upon their protected
 personal characteristics.
Are goals a subterfuge for quotas?

 No. Quotas are expressly forbidden by law.
 Affirmative Action goals are targets for
 recruitment and outreach and should be
 reasonably attainable by means of applying
 good faith efforts to make the Affirmative Action
 program work.
Are goals intended to achieve proportional
representation or equal results?


 No. Numerical goals do not create guarantees
 for certain groups, nor are they designed to
 achieve equal results. The goal setting process
 is used to target and measure the effectiveness
 of Affirmative Action efforts to eradicate and
 prevent discrimination. Affirmative Action is
 preventive, proactive, and inclusive.
 Does Affirmative Action require
 employers to hire or promote on the
 basis of race or gender?


No. Affirmative Action Plans only require
employers to engage in outreach and other
efforts to broaden the pool of qualified
candidates to include groups previously
excluded. The selection decision - to hire,
promote, or lay off - is to be made on a non-
discriminatory basis.
Does Affirmative Action conflict with the
principles of merit?


 No. Affirmative Action gives everyone a chance
 to be judged on individual ability. Affirmative
 Action does not require an employer to hire a
 person who lacks the qualifications to perform
 the job successfully, hire the unqualified, or hire
 a less qualified person in preference to a more
 qualified one. Affirmative Action gives women,
 minorities, persons with disabilities, and
 veterans a chance to compete.
Is Affirmative Action a “racial spoils”
system?


 No. Affirmative Action never has been intended
 to require or create preferences. Nor does it
 entail hiring or promoting the unqualified.
 Moreover, Affirmative Action is not merely a race
 issue, but benefits women, persons with
 disabilities, and veterans. Affirmative Action
 benefits all Americans.
Has Affirmative Action led to reverse
discrimination?

 Generally, thirty years of Affirmative Action
 policies have not led to reverse discrimination
 against any group.

 Between 1990 and 1994, less than 60
 discrimination cases were filed in Federal
 court alleging reverse discrimination against
 white males and very few were upheld as
 meritorious.
Is Affirmative Action still needed today?

 Yes. While there has been much progress to
 integrate women and minorities, persons with
 disabilities and veterans into America’s
 workplaces, much more needs to be done.
 There is an inverse relationship between
 Affirmative Action and discrimination: the more
 Affirmative Action there is - i.e., casting a wide
 net, eliminating barriers, recruitment and
 outreach - the less discrimination there is, and
 vice versa.
Affirmative Action removes
  preferences and other
          barriers.
Affirmative Action evens the
 playing field and promotes
true equal opportunity in the
         workplace.
  Affirmative Action is:
•Preventive
   •Proactive
       •Inclusive
Iowa Civil Rights Commission

  211 East Maple Street, 2nd Floor
   Des Moines, Iowa 50309-1858
           515-281-4121
           800-457-4416
         FAX 515-242-5840
http://www.state.ia.us/government/crc

				
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posted:10/19/2011
language:English
pages:15