Affirmative Action, Wage Inequality, and Wage Differentials

At the beginning of the XXI century , the policy of affirmative action is still of vital importance . Politics and human rights policy have changed significantly throughout the twentieth century , notably in relation to attitudes about race , gender , and sexuality . And although they have nurtured a particular vision of social justice . Unfortunately not all the problems of equal opportunities at the workplace have been solved . For females and minority employees , affirmative action proposes great opportunities to be equally treated and protected (to some extent . During half a century , affirmative action policies have proved

br their effectiveness , but cannot abolish ' gender and racial inequalities . For this reason , training and promotion activities as a part of affirmative action are vital for successful organizational performance . Nevertheless , there are some disadvantages of these policies . They include low-qualifies work force and low-personal achievements of employees involved in the affirmative action programs To overcome these possible threats the organization should conduct programming of specific human resources activities , based on personal development and human capital policies

Organizations play a major and continuing role in the lives of people especially with the growth of large-scale business organizations and the divorce of ownership from management . Organizations of one form or another are a necessary part of a society and serve many important needs . The decisions and actions of management in organizations have an increasing impact on individuals , other organizations and the community It is important , therefore , to understand the role of affirmative action and the pervasive influences which it exercises over the behavior of people . In the 21st century , the debate over pros and cons of affirmative action is still alive . Heated discussions concern the role of affirmative action in organizational development and its impact on HR management

The policy of affirmative action has deep roots . It goes back to 1941 when F . Roosevelt encouraged minority employment by ing defence contractors to cease discriminatory hiring (Yates , n .d . Further this concept was developed by Lyndon Johnson in 1965 when he put teeth into minority hiring rules for government contractors (Yates , n .d The next amendments took place under the presidency of J . Kennedy who introduced Equal Employment Opportunity Commission (EEOC ) establishing to investigate contractors ' practices , impose sanctions , collect employment statistics , and ensure compliance with government regulations (Yates , n .d

The necessity of Affirmative action was caused by dominance by white males in American workforce . At the middle of the XX century they occupied the majority of managerial positions and many of the more important blue-collar jobs . The role of women was to occupy lower-paying positions . On the other hand , racial minorities found considerable barriers to entering the labor market at the higher paying levels

Gender segregation in the employment sphere has historically facilitated the development of gender-specific wage policies which reproduce the role of men as male breadwinners and women as subordinate second income earners . Thus male trade unionists opposed the introduction of state-based child benefits as this might undermine their position in arguing for a family or living wage . Standards...