Affirmative Action in the Workplace

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Affirmative Action in the Workplace Introduction The Civil Rights Act of 1964 empowered minorities in many different ways, most notably in prohibiting discrimination in the workplace. Title VII of the Civil Rights Act expressly prohibits discrimination in hiring, firing, promotion, pay, benefits and other aspects of employment based on race, color, religion, sex, or national origin (U.S. Department of Labor, 2012). This law was seen as a major boon to minorities and women in the workforce who had, for years, been subjected to unfair hiring and remuneration practices. But, in order to ensure that there was broad fairness and that employers were abiding by the new law, some steps needed to be taken. One way to monitor employers was to force them to have a certain number of minorities and women on their workforces at all times, greatly increasing the number of minority employees. These affirmative action laws, while still controversial today, have made a huge difference in the composition of our nation's workforce and in the lives of those who have been affected. The Government and Affirmative Action Executive Order 11246 issued in 1965 laid out specific guidelines for all federal contractors in regards to equal employment opportunity and affirmative action guidelines. All government contractors with fifty or more employees and $50,000 or more in government contracts must develop a written affirmative action plan for each of its establishments (U.S. Department of Labor,
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