The historical efforts of the mandates in Equal Employment Opportunity (EEO) and Affirmative Action (AA) have made great strides. Their efforts have changed the manner in which many organizations recruit and promote. Moreover, the EEO and AA are the tools used in many organizations that increase opportunities for both females and minorities in their employee pool (Leonard, 1983). However, there may be instances where the programs used to promote equal treatment within the populace discriminates by its use. Interestingly enough, the United States Supreme Court (USSC) ruled in McDonald v. Santa Fe Trail Transportation that Title VII2 prohibits racial discrimination by both unions and employers against a white employee as well as non-white
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This plan encompasses recruitment and promotion within the SOA as well as the Departments of the SOA. Additionally, the SOA has instituted an Alaska Statute 39.28.020(a)(12) which enacts a specifically written EEO and AA plan. The SOA EEO and AA plan is summarized in the 2015 Progress Report on EEO and AA in the Alaska State Government document. This document specifically itemizes the differences in hiring and promotion practices among its Departments. This report also explains that the percentages used in determining the application of the plan are up to the executives, managers, and supervisors; ones who must apply it appropriately (Alaska, 2015). Even with specific mandates, the SOA and specifically the DOC has misused the EEO and AA SOA plan. The extent of the misuse is (1) summarizing the background; (2) implications and legal responsibilities; (3) the negative effects on morale; and (4) three positive steps to address this inadequacy. Understanding the situation requires background …show more content…
All of these processes include a systematic and equitable implementation in the SOA and DOC. The first step would have to be accepting the attempts of the past applications of diversity and drive for an equal treatment of all SOA employees tomorrow. Education of past and future practices that includes Federal and State mandates must be trained to all employees. The second step consists of acknowledging the needs of Alaska to recruit and promote from a diverse pool of employees with standards applied and objective goals not subject to subjective criteria. This step includes written guides with objective criteria that can be defended in a court of law is necessary. The third step includes the introduction of Bratton v. City of Detroit rulings to the SOA and DOC to prevent negative aspects of otherwise positive personnel matters (Dellick, 2015). Embracing diversity should be an affirmative process without distractions and finger pointing. Addressing these three steps is positive for both the individuals involved and the
This plan encompasses recruitment and promotion within the SOA as well as the Departments of the SOA. Additionally, the SOA has instituted an Alaska Statute 39.28.020(a)(12) which enacts a specifically written EEO and AA plan. The SOA EEO and AA plan is summarized in the 2015 Progress Report on EEO and AA in the Alaska State Government document. This document specifically itemizes the differences in hiring and promotion practices among its Departments. This report also explains that the percentages used in determining the application of the plan are up to the executives, managers, and supervisors; ones who must apply it appropriately (Alaska, 2015). Even with specific mandates, the SOA and specifically the DOC has misused the EEO and AA SOA plan. The extent of the misuse is (1) summarizing the background; (2) implications and legal responsibilities; (3) the negative effects on morale; and (4) three positive steps to address this inadequacy. Understanding the situation requires background …show more content…
All of these processes include a systematic and equitable implementation in the SOA and DOC. The first step would have to be accepting the attempts of the past applications of diversity and drive for an equal treatment of all SOA employees tomorrow. Education of past and future practices that includes Federal and State mandates must be trained to all employees. The second step consists of acknowledging the needs of Alaska to recruit and promote from a diverse pool of employees with standards applied and objective goals not subject to subjective criteria. This step includes written guides with objective criteria that can be defended in a court of law is necessary. The third step includes the introduction of Bratton v. City of Detroit rulings to the SOA and DOC to prevent negative aspects of otherwise positive personnel matters (Dellick, 2015). Embracing diversity should be an affirmative process without distractions and finger pointing. Addressing these three steps is positive for both the individuals involved and the