Sufficient Equal Employment Opportunity

Sufficient Equal Employment Opportunity

Outline the importance of Affirmative Action in the society.

Affirmative is essential as it accelerates the incorporation and acceptance of women as well as minorities in the society by adopting diversity in professional and educational institutions which eventually adds to the improvement, progress, and economic growth (Moses, 2016). Moreover, it not only assures equivalent opportunity for economic and social improvements, as well as paybacks everyone through an introduction to varied perspectives. Affirmative action ensures no gender inclinations are created but moderately eliminates hindrances to fair access that faces women and minority groups such as those with disabilities.

Affirmative action warrants that workplaces, educational centers, and other institutions replicate our varied society (Moses, 2016). Typically, women and minorities are faced with problems when trying to gain entrance to workplaces and tertiary educational institutes. These difficulties comprise a gap in unvarying test scores, a scarcity in the accessibility to Advanced Placement courses in principally marginal schools, and earnings gaps. Consequently, ensuring that there is a varied student body, diverse workplace, employment policies, and admissions which balance these obstacles is necessary.

Also, affirmative action functions as a remedy to progressive harms enacted on minorities and women through institutional and segregation prejudice. Wage gaps between people from white populations and people of color are quite substantial, as seen with earning gaps between women and men. Affirmative action has played a part in the middle-class development of communities of color over the last thirty years, repulsed by the admission to tertiary education in addition to the social flexibility that accompanies it.


Why does discrimination still occur though there are laws entailed in the Equal Employment Opportunity act?

Equal Employment Opportunity (EEO) denotes the right for all people to gain work and progress centered on the distinction, potential, in addition to ability. This significantly high law targets to guard the constitutional rights of all people that are looking for work and persons already employed. Moreover, these laws are significant as they prohibit discrimination against people on the grounds of sex, color, race, age, national origin, disabling condition, and religion. However, Equal Employment Opportunity alone is insufficient to prevent workplace discrimination because some forms of discrimination are not covered under the EEO laws (Lazonick, Moss, & Weitz, 2016). Also, as many variables are being considered, even the person hiring is not aware of prejudicing like for instance, if a certain amount of the number of is set for hiring the disabled or minority is stated, you cannot hire any more of them even though they are qualified.

Moreover, these disregarded laws may cause substantial negative consequences on some minority’s laws (Lazonick, Moss, & Weitz, 2016). In this case, the employer should establish a clear and all-inclusive code of conduct because it helps to foster a workforce that encourages principled and acknowledged principles inside an organization. The code of conduct should entail sufficient information that details the nature and magnitude of punishment connected with various forms of bias because it would help prevent workers from taking part in intolerable and unscrupulous behaviors that include prejudgment and discrimination.

In essence, employers or organizations should use EEO in conjunction with effective guidelines, policies, plus regulations to achieve an environment free of discrimination and unethical work practices. This is because employees with progressive values tend to withstand each other meaning marginal groups in an organization might be able to deal with others hence perceiving the organization as accommodating.




Moses, M. S. (2016). Living with moral disagreement: The enduring controversy about affirmative action. University of Chicago Press.

Lazonick, W., Moss, P., & Weitz, J. (2016). The Equal Employment Opportunity Omission.