In this essay I will key on the different aspect of Equal Employment Opportunities (EEO). Also the reason why we have federal laws governing a persons rights not to be discriminated against because of race, color, religion, sex, national origin, age, or handicap conditions. I will touch on two theories that company's use sometimes in hiring to discriminate with which is, disparate treatment, and disparate impact. I will also discuss the passing of the American Disability Act in 1990, and the Job Analysis process in which we use in business to determine training needs, compensation, skill levels, job factors, selection procedures and performance reviews including the different methods of a job analysis. .
The 1960's brought about a great revolution in Civil Rights in the United States. Rights for women and minorities were questioned and evaluated. The fact was women and minorities did not have the same rights as white men. Among their many issues that were being assessed was the opportunities, or lack thereof, for their education or employment. This set the stage for what we know as affirmative action. In 1965, President Lyndon B. Johnson issued an executive order #11246. This order required federal contractors to undertake affirmative action to increase the number of minorities that they employed. Hence the name affirmative action. This policy was put in a condensed form in a speech he gave at Howard University. He stated, "We want all Americans to engage in the race (advancement and prosperity) but some are not able to do so because they arrive at the starting line with shackles on their leg." Understandably, legislation and laws were needed to enforce equal opportunity !.
for women and minorities because of the prejudice mentality that seem to cloud the majority of the people back then. However, affirmative action today seems to mean if you are female or a minority, you will receive special treatment.
