*Please write a response of 150- 200 word count with one scholar reference using apa format in text citation.
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From values point of view, Affirmative action is the fair and right action in which an employer or a company makes policies which remove any kind of discrimination towards minorities. From performance point of view, affirmative action should improve the performance of all employees. By providing a discrimination free workplace, employees are able to feel comfortable at work. Happy employees are productive employees. On the other hand “Many, mistakenly, think affirmative action is a law that takes qualified whites or males out of their jobs and gives the jobs to unqualified minorities or females, or that affirmative action is an entitlement program that provides unqualified women or minorities with jobs while qualified whites or males, or both, are shut out of the workplace” (Bennett-Alexander & Hartman, 2015, p. 203). If employees view their workplace in this manner, affirmative action can cause a negative effect on performance. It is important for companies to provide training to clear up any misconceptions of affirmative action.
From a legal perspective, affirmative actions reduces the chances of legal issues for companies having anti-discriminatory policies. If employers are found to have policies that discriminate against employees based on gender, race, religion, etc. they will face legal actions. On the other hand affirmative active has created an opposite effect for some minorities in the school system. According to research, “Because of mismatch, racial preference policies often stigmatize minorities, reinforce pernicious stereotypes, and undermine the self-confidence of beneficiaries, rather than creating the diverse racial utopias so often advertised in college campus brochures” (Thomas, 2017). “The mismatch effect happens when a school extends to a student such a large admissions preference, – usually because of the student’s race – that the student finds himself in a class where he has weaker academic preparation than nearly all of his classmates” (Thomas, 2017).
According to Bennett-Alexander & Hartman (2015), “Color-blindness is the goal of many, but the country is simply not in that place yet” (p. 210). I don’t agree with the notion of colorblindness. “Racial reconciliation does not involve a diminutive of the truth but rather an expansion of it. Diversity is beautiful not because we are all blind to each other’s differences but because our differences allow us to collectively see the world more clearly, more fully” (Richard & Stuart, 2015). Jesus’ teachings do not justify color blindness. Matthew 15:14 states, “Let them alone; they are blind guides. And if the blind lead the blind, both will fall into a pit.” I believe this blindness is both physical and theological.
Bennett-Alexander, D., & Hartman, L. P. (2015). Employment law for business. New York, NY: McGraw-Hill Education.
Richard S. & Stuart. T. J. (2015, July 7). The Painful Truth About Affirmative Action. Retrieved from https://www.theatlantic.com/national/archive/2012/10/the-painful-truth-about-affirmative-action/263122/.
Thomas, G. (2017, August 4). How Do We Think About Affirmative Action as Christians? Retrieved from https://www.missioalliance.org/how-do-we-think-about-affirmative-action-as-christians/.