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Affirmative Action or Positive Discrimination Two people went to an interview for only one job position at the same company The first person was just starting out in the field and seemed to lack the education ambition and vision that was required of the job The second person attended a prestigious and highly academic university had years of work experience in the field and in the mind of the employer had the potential to make a positive impact on the companys performance Adoption of the social policy known as affirmative action turns a relatively easy question into a no win situation After the United States Congress passed the Civil Rights Act in 1964 it became apparent that certain business traditions such as seniority status and aptitude tests prevented total equality in employment Then President Lyndon B Johnson decided something needed to be done to remedy these flaws On September 24 1965 he issued Executive Order 11246 at Howard University that required federal contractors to take affirmative action to ensure that applicants are employed without regard to their race creed color or national origin Civil Rights When Lyndon Johnson signed that order he enacted one of the most discriminating pieces of legislation the United States has ever known Affirmative action was created in an effort to help minorities leap the discriminative barriers that were ever so present when the bill was first enacted in 1965 At this time the country was in the wake of nationwide civil-rights demonstrations and racial tension was at its peak White males who controlled the hiring and firing of employees occupied most of the corporate executive and managerial positions The US government in 1965 believed that these employers were discriminating against minorities and believed that there was no better time than the present to bring about change When the Civil Rights Law passed minorities believed that they should receive retribution for the years of discrimination they endured The
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