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Affirmative Action Reverse Discrimination Affirmative Action is a hot issue in the United States with wide differences of opinion over the correct way to expand opportunity for people who have historically been discriminated against With the philosophical difference behind the legal and political tensions is deep One side wants a total rollback of affirmative action programs making individual merit the only criterion for hiring and promotional considerations While the other extreme wants affirmative action to be pushed until the racial makeup of all professions mirrors the racial makeup of US society exactly While both these sides are to the greatest ends of the argument there needs to be an approach to come up with a medium This could include laws to force companies to vigorously recruit and develop minorities for professional and managerial jobs However there should not be any outright quotas which reserve a certain number of slots for particular minority groups This will cause resentments and constitutional obstacles down the road The objective here is not to do away with affirmative action in one sweep rather to seek out strategies to help promising minorities and match them with opportunities they have rightfully earned and deserve Now what does the law say Although Title VII has an affirmative action component part of it most regulations stem from a requirement imposed by Executive Order 11246 There are a lot of misconceptions about affirmative action and what laws companies actual have to follow One is that all companies are required to adhere to the laws under affirmative action this is not the case Executive Order 11246 states that once a company enters into a contract with a federal governmental agency that exceeds 10000 it must abide by the affirmative action rules and regulations These regulations include but are not limited to the following to post in a conspicuous place available to all applicants provisions of the nondiscrimination clause include in contractors advertisements that all
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