Affirmative Duty/ADA and Chapter V for Recovery Professionals 20-877369 2-hours

An argument for affirmative action is that it helps ensure that selection procedures and decisions are fair.

Affirmative action occurs whenever an organization devotes resources (including time and money) to making sure that people are not discriminated against on the basis of their gender or their ethnic group.

Many psychologists have proposed that affirmative action is needed in order to assure the diversity of student bodies and workforces.

In employment settings, personnel decisions are frequently based on habit or business exigencies rather than on merit.

Women currently seem to be at a disadvantage in terms of educational opportunities.

The effectiveness of affirmative action derives from the fact that it is the only means of correcting injustices in the United States that does not rely on the aggrieved parties to come forward on their own behalf.

Reverse discrimination is discrimination against members of a dominant or majority group, in favor of members of a minority or historically disadvantaged group.

Having an affirmative action policy in place is sufficient to help organizations and universities achieve their goals of diversity and merit.

“Soft” forms of affirmative action, such as outreach programs, are favored over “hard” forms such as programs that use race or gender as a tie breaking factor in hiring decisions.

All employers must have an affirmative action policy in place.