Affirmative Action encompasses various issues that an organization takes into consideration. AA throughout the history of employment has created and address such issues as the 4/5th rule and the glass ceiling. Choose one of these issues to address:
Glass Ceiling: The glass ceiling has been defined as, "The unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements." There are many barriers that do this. They can fall into categories such as societal, internal business, governmental, and many others. Explain some of these barriers and the role they may have in the work place if not overcome.© BrainMass Inc. brainmass.com August 19, 2018, 12:22 am ad1c9bdddf
First let me begin by explaining what Affirmative Action is and why it came to be. This federal agenda was initiated in the 1960s and was designed primarily to neutralize the common and historic discrimination that women, ethnic minorities, and other underrepresented groups faced. This was an admirable attempt to foster diversity as well as compensate groups that historically were excluded. If an employer or institution instituted an affirmative action program they were prioritizing the inclusion of minorities in employment, government, and education as well as other areas. Many employment opportunities formerly not available to women and minorities were opened up due to Affirmative Action.
The 4/5th rule - this is simply the easiest and most common way to estimate adverse impact. Now what is adverse impact? Well according to the Uniform Guidelines it is a substantially different rate of selection in hiring, promotion or other employment decision which works to the disadvantage of members of a race, sex or ethnic group. Quickly let me explain how the 4/5th rule works.
- Let's say we have posted a job in the local newspaper. We have 80 male applicants and 40 female applicants. We hire 48 males and 12 females. The selection rate for males would be 48/80 and females 12/40 or 60 percent for males and 30 ...
If you are having trouble understanding affirmative action; the 4/5th rule and the glass ceiling you just might want to take a look at this solution.