gbaji wrote:
For the most part, AA works to put less qualified minority applicants ahead of more qualified non-minority applicants. Well, unless you really do believe that racism is so rampant and such a huge factor that business owners would normally and constantly hire less qualified white applicants ahead of more qualified minority ones.
No, AA doesn't work to put less qualified minorities ahead of the poor picked on white guy. It works on putting those as equally qualified on equal footing. Yes, people who hire other people do carry with them long-standing stereotypes...we all do. AA attempts to negate them.
Honeslty gbaji, your inability, or perhaps unwillingness to grasp reality is pretty annoying. I understand you have problems with relationships????
My employer's AA procedures used to assign points for qualification. Minority status would garner you a couple extra points. For job applications the top five point scorers were required to be interviewed. Once the interview process begins it had no further role. It was changed up a few years ago. Now it's pretty much a message that says 'don't discriminate'.
AA Policy Statement wrote:
Equal Employment Opportunity/Affirmative Action Policy Statement
The Office of the Attorney General shall continue to pursue a policy of non-discrimination in all employment actions, practices, procedures and conditions of employment.
Employment decisions will be based on the principles of equal employment opportunity. Recruitment, testing, selection, and promotion will be administered without regard to race or color, sex, sexual orientation, physical or mental disability, religion, age, ancestry or national origin, whistleblower activity, previous assertion of a claim or right under the Maine Workers' Compensation Act, marital status, or genetic information unless a bona fide occupational qualification exists.
Further, personnel actions and conditions of employment, such as compensation, benefits, layoffs, job assignments, employee development opportunities and discipline shall be administered without regard to race or color, sex, sexual orientation, physical or mental disability, religion, age, ancestry or national origin, whistleblower activity, previous assertion of a claim or right under the Maine Workers' Compensation Act, marital status, or genetic information.
Reasonable accommodations will be made for any qualified individual, applicant or employee, in accordance with the provisions of the Maine Human Rights Act and the Americans with Disabilities Act.
Managers and supervisors are responsible for awareness of and response to potential discriminatory situations. Employees are required to cooperate fully with the investigation and/or resolution of any discrimination complaint.
Managers and supervisors are required to actively prevent and correct retaliation or harassment toward any employee who has been involved in the filing, investigation, or resolution of a discrimination claim.
The Office will address and attempt to resolve employee complaints regarding discrimination and harassment as expeditiously as possible. Supervisors and managers are required to contact the Office EEO Coordinator if they receive a complaint of this nature.
This policy shall not be construed to prohibit any employment action or policy which is required by federal law, rule or executive order.
Reissued: May 2, 2011
Edited, Dec 8th 2011 2:42pm by Elinda