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| 5/17 |
| 2000/3/31 [Politics/Domestic/California, Politics] UID:17902 Activity:nil |
3/30 "Whether or not AA is good is independant of the fact that Equal
Opportunity statements are contradictory to AA. Does anyone have
a response to this abuse of language issue?". First, let's take a
specific, known institution: UC. See
http://cois.chance.berkeley.edu/compliance/employ.html and
http://www.ucop.edu/humres/policies/sp-2.html Current UC AA is
much different than older AA. Older AA set quotas, less older AA
used race/gender as a factor in addition to merit, more recent AA
had race-limited outreach, and current AA lacks quotas, the race
factor, and race-limited outreach, but does two things: Promote
an atmosphere of "equal opportunity", and maintain non-race-based
outreach programs. The atmosphere is created by things like: (1)
Appending a phrase, like "[All] Qualified applicants are
encouraged to apply[, including women and minorities]", (2) Making
sure the job has been publicized through women and minority
channels in addition to the traditional ones (which may be
accessible mainly to non-minority groups), (3) Having literature
that says there is no discrimination (the non-discrimination
clause in the 1st paragraph of the first URL). The outreach
programs used to be race-based, but because of Prop 209 should
have been opened to all ethnic groups. This is AA as UC currently
implements it. UC has no contradiction in its non-discrimination
and AA statements. Unfortunately I'm not sure what the nationwide
breakdown is on AA implementation; quotas are definitely out,
factors are discouraged to some extent, and I think race-based
outreach is what most institutions do these days.
http://www.dol.gov/dol/esa/public/regs/compliance/ofccp/how2/ofcpch4.h!
shows what the federal government thinks current AA for the
construction industry should be like; notice how similar it is to
UC AA. |
| 5/17 |
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