Human beings are tribal by nature. The instinct to seek out a tribe and see outsiders as some great other is intrinsic in most people. But this instinct leads to discrimination, it leads to a less egalitarian world where the color of the skin can decide the kind of opportunities a person receive despite academic accomplishments. To combat this, many companies have plans for AAP compliance.
AAP stands for Affirmative Action Plan. Affirmative action are actions undertaken by a company or an educational institution to provide more people from marginalized groups the same educational and employment opportunities as those from dominant group. The purpose to reverse some of the discrimination experienced in the past.
Companies can have AAPs for a number of reasons. A person from a marginalized group could have risen up in the hierarchy, high enough to affect such a change. Sometimes, the government can mandate non discriminatory hiring practices.
Policies to be more objective are still needed. Life and media consumed are always going to affect how a person perceives the world and society by extent. The tribal instinct in man is always an omnipresent threat to fairness, especially if nurtured, as people are more reluctant to hire those who they perceive as different.
Bias also continues to affect admittance into higher learning institutions. Some students, particularly those with less melanin or those from a model minority, have an easier time getting in than equally accomplished students with darker complexions. There is a persistent belief that some universities outright reserve spots for minority students, in order to meet affirmative action quotas. Privileged students who are denied entry sometimes blame this supposed quota for falling short.
Having an AAP in place does not guarantee that more racial or ethnic minorities will be hired. But it does help more people from marginalized groups to find employment. By mandating that race or ethnicity not be considered in the hiring process, it makes the employment process a little more color blind.
Women also benefit from policies explicitly forbidding discriminatory hiring practices. Many men and even some women view female workers as being less efficient than male workers. The belief is that women are too emotional to do the work or that their looks will distract male coworkers, thus lowering overall productivity. There is even the belief that women in the workforce will only remain there as long as motherhood is off the table, that the women will leave once they have birthed children. Having a policy, an actual rule, in place will make it easier for a woman to enter the workforce.
While affirmative action does not guarantee equality of outcome, it does go a long way towards securing equality of opportunity. There are those who decry it as being discriminatory towards the dominant group, likening it to a head start in a race. It is a head start in the race, but the person getting the head start has to carry a weight around the ankles.
The historical oppression faced by some people cannot and should not be ignored. Neither workplace nor the school exist in a post racial, post gender bubble isolated from society. Both are still affected by the transgressions of the past. Both must try to move forwards.
AAP stands for Affirmative Action Plan. Affirmative action are actions undertaken by a company or an educational institution to provide more people from marginalized groups the same educational and employment opportunities as those from dominant group. The purpose to reverse some of the discrimination experienced in the past.
Companies can have AAPs for a number of reasons. A person from a marginalized group could have risen up in the hierarchy, high enough to affect such a change. Sometimes, the government can mandate non discriminatory hiring practices.
Policies to be more objective are still needed. Life and media consumed are always going to affect how a person perceives the world and society by extent. The tribal instinct in man is always an omnipresent threat to fairness, especially if nurtured, as people are more reluctant to hire those who they perceive as different.
Bias also continues to affect admittance into higher learning institutions. Some students, particularly those with less melanin or those from a model minority, have an easier time getting in than equally accomplished students with darker complexions. There is a persistent belief that some universities outright reserve spots for minority students, in order to meet affirmative action quotas. Privileged students who are denied entry sometimes blame this supposed quota for falling short.
Having an AAP in place does not guarantee that more racial or ethnic minorities will be hired. But it does help more people from marginalized groups to find employment. By mandating that race or ethnicity not be considered in the hiring process, it makes the employment process a little more color blind.
Women also benefit from policies explicitly forbidding discriminatory hiring practices. Many men and even some women view female workers as being less efficient than male workers. The belief is that women are too emotional to do the work or that their looks will distract male coworkers, thus lowering overall productivity. There is even the belief that women in the workforce will only remain there as long as motherhood is off the table, that the women will leave once they have birthed children. Having a policy, an actual rule, in place will make it easier for a woman to enter the workforce.
While affirmative action does not guarantee equality of outcome, it does go a long way towards securing equality of opportunity. There are those who decry it as being discriminatory towards the dominant group, likening it to a head start in a race. It is a head start in the race, but the person getting the head start has to carry a weight around the ankles.
The historical oppression faced by some people cannot and should not be ignored. Neither workplace nor the school exist in a post racial, post gender bubble isolated from society. Both are still affected by the transgressions of the past. Both must try to move forwards.
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When you are seeking additional info about AAP compliance you should first log on to our homepage. Use this website as your guide by going to http://www.affirmativeactionconsulting.com.
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