NCJ Number
59127
Journal
HUMAN RESOURCE MANAGEMENT Volume: 16 Dated: (WINTER 1977) Pages: 25-31
Date Published
1977
Length
7 pages
Annotation
THE REVERSE DISCRIMINATION DEBATE IS EXPLORED WITH RESPECT TO WHY IT EMERGED, WHAT CAN BE DONE ABOUT IT, AND HOW IT CAN BE USED TO STRENGTHEN CIVIL RIGHTS.
Abstract
IMPROPER IMPLEMENTATION OF THE AFFIRMATIVE ACTION PROGRAM (AAP) HAS IN THE PAST SEVERAL YEARS CONTRIBUTED TO THE GROWTH OF REVERSE DISCRIMINATION. DISCRIMINATION HAS BEEN PERPETUATED BECAUSE COMPETENT AND TALENTED MANPOWER HAS BEEN LACKING TO ENFORCE PROPERLY THE ANTIDISCRIMINATION LAWS. LEGISLATIVE AND EXECUTIVE ORDERS WITHOUT APPROPRIATE BUDGET AND ENFORCEMENT MECHANISM IS SEEN AS MERE VERBIAGE. THE AAP MUST IMPROVE ITS MANAGEMENT STRUCTURE AND CLIMATE TO VALIDATE ITS HUMAN RESOURCE PROCUREMENT, DEVELOPMENT, AND UTILIZATION SYSTEMS. ONLY BY FULLY IMPLEMENTING ITS ANTIDISCRIMINATION POLICY AT ALL LEVELS OF MANAGEMENT CAN IT BE EFFECTIVE. DISCUSSED ARE THE REASONS LEADING TO THE REVERSE DISCRIMINATION ISSUE, COURT INTERPRETATIONS AND THE COMPLIANCE AGENCY'S POSTURES ABOUT THE ISSUE. A SECTION IS DEVOTED TO THE WEAKNESSES OF BUSINESS MANAGEMENT THAT HAVE LED TO THE PROBLEM. FOUR AREAS OF WEAKNESS ARE CITED: (1) OVERREACTION AND FEAR, (2) UNPLANNED PROMOTION, (3) PERFORMANCE EVALUATIONS, AND (4) SUPERVISORY STYLE. IN ALL FOUR OF THESE AREAS AN ORGANIZATION CAN ACT IN A WAY THAT CAN CONTRIBUTE TO THE GROWTH OF REVERSE DISCRIMINATION AND THEREBY PERPETUATE DISCRIMINATION. (MJW)