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Journal articles on the topic 'Affirmative action programs – Ethiopia'

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Published: 4 June 2021

Last updated: 1 February 2022

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1

Bohmer, Susanne, and Kayleen U. Oka. "Teaching Affirmative Action." Teaching Sociology 35, no. 4 (October 2007): 334–49. http://dx.doi.org/10.1177/0092055x0703500403.

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Affirmative action, a controversial topic about which students have many misconceptions, lends itself especially well to a sociological analysis. This paper describes an approach to teaching that: 1) informs students of different affirmative action programs; 2) gives them the opportunity to apply and integrate a variety of concepts and research findings covered in our sociology courses; 3) allows us to assess how well students understand affirmative action and to what degree they retain myths about the programs; and 4) covers an emotionally charged topic with enough depth to go beyond surface reactions. We find that this integrated approach dispels some of the most common myths, leads students to become more thoughtful and analytical, and gives them a good foundation from which to examine affirmative action in the future.

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2

Rhodes, Shelton. "Affirmative action review “report to the president”: implications of military affirmative action programs to current and new millennium affirmative action programs." International Journal of Public Administration 22, no. 7 (January 1999): 1059–73. http://dx.doi.org/10.1080/01900699908525418.

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3

McKillip, Jack. "Affirmative Action at Work." education policy analysis archives 9 (April 22, 2001): 12. http://dx.doi.org/10.14507/epaa.v9n12.2001.

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IMGIP and ICEOP are minority graduate fellowship programs sponsored by the State of Illinois in order to increase the number of minority faculty and professional staff at Illinois institutions of higher education through graduate fellowships, networking and mentoring support. Nearly 850 fellowships have been awarded since 1986. A performance audit examined immediate (areas of graduate study, ethnicity of awards), intermediate (graduation areas and rates), and long-range results (academic job placement). The primary source for the audit was the database maintained by the programs' administrative office. These data were compared with data sets maintained by the Illinois Board of Higher Education and with national benchmarks (NSF and Ford Foundation Minority Graduate Fellowships). Findings revealed: (a) the IMGIP and ICEOP programs led to major diversification of minority doctoral study in Illinois; (b) a high percentage of all fellows graduated, both absolutely and in relation to national benchmarks, and fellows made up a large percentage of doctoral degrees awarded to minorities by Illinois institutions (e.g., 46% of doctorates in the hard sciences awarded to African Americans from 1988-1998); and (c) fellows made up an important proportion of all minority faculty in Illinois (9%). Most ICEOP doctoral fellows and many other fellows have taken academic positions. The audit revealed outcomes-based evidence of a successful affirmative action program in higher educationevidence that is not otherwise available.

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Burt, Sandra. "Voluntary Affirmative Action. Does it Work?" Articles 41, no. 3 (April 12, 2005): 541–51. http://dx.doi.org/10.7202/050229ar.

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5

Leck, Joanne D., David M. Saunders, and Micheline Charbonneau. "Affirmative action programs: an organizational justice perspective." Journal of Organizational Behavior 17, no. 1 (January 1996): 79–89. http://dx.doi.org/10.1002/(sici)1099-1379(199601)17:1<79::aid-job745>3.0.co;2-5.

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6

Wilson, William Julius. "RACE AND AFFIRMING OPPORTUNITY IN THE BARACK OBAMA ERA." Du Bois Review: Social Science Research on Race 9, no. 1 (2012): 5–16. http://dx.doi.org/10.1017/s1742058x12000240.

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AbstractI first discuss the Obama administration's efforts to promote racial diversity on college campuses in the face of recent court challenges to affirmative action. I then analyze opposition in this country to “racial preferences” as a way to overcome inequality. I follow that with a discussion of why class-based affirmative action, as a response to cries from conservatives to abolish “racial preferences,” would not be an adequate substitute for race-based affirmative action. Instead of class-based affirmative action, I present an argument for opportunity enhancing affirmative action programs that rely on flexible, merit-based criteria of evaluation as opposed to numerical guidelines or quotas. Using the term “affirmative opportunity” to describe such programs, I illustrate their application with three cases: the University of California, Irvine's revised affirmative action admissions procedure; the University of Michigan Law School's affirmative action program, which was upheld by the Supreme Court in 2003; and the hiring and promotion of faculty of color at colleges and universities as seen in how I myself benefited from a type of affirmative action based on flexible merit-based criteria at the University of Chicago in the early 1970s. I conclude by relating affirmative opportunity programs for people of color to the important principle of “equality of life chances.”

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7

Arnold, N. Scott. "Affirmative Action and the Demands of Justice." Social Philosophy and Policy 15, no. 2 (1998): 133–75. http://dx.doi.org/10.1017/s0265052500001977.

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This essay is about the moral and political justification of affirmative action programs in the United States. Both legally and politically, many of these programs are under attack, though they remain ubiquitous. The concern of this essay, however, is not with what the law says but with what it should say. The main argument advanced in this essay concludes that most of the controversial affirmative action programs are unjustified. It proceeds in a way that avoids dependence on controversial theories of justice or morality. My intention is to produce an argument that is persuasive across a broad ideological spectrum, extending even to those who believe that justice requires these very programs. Though the main focus of the essay is on affirmative action, in the course of making the case that these programs are illegitimate, I shall defend some principles about the conditions under which it is appropriate for the state to impose on civil society the demands of justice. These principles have broader implications for a normative theory of social change in democratic societies.

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8

Hill, Thomas E. "The Message of Affirmative Action." Social Philosophy and Policy 8, no. 2 (1991): 108–29. http://dx.doi.org/10.1017/s0265052500001151.

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Affirmative action programs remain controversial, I suspect, partly because the familiar arguments for and against them start from significantly different moral perspectives. Thus I want to step back for a while from the details of debate about particular programs and give attention to the moral viewpoints presupposed in different types of argument. My aim, more specifically, is to compare the “messages” expressed when affirmative action is defended from different moral perspectives. Exclusively forward-looking (for example, utilitarian) arguments, I suggest, tend to express the wrong message, but this is also true of exclusively backward-looking (for example, reparation-based) arguments. However, a moral outlook that focuses on cross-temporal narrative values (such as mutually respectful social relations) suggests a more appropriate account of what affirmative action should try to express. Assessment of the message, admittedly, is only one aspect of a complex issue, but it is a relatively neglected one. My discussion takes for granted some common-sense ideas about the communicative function of action, and so I begin with these.Actions, as the saying goes, often speak louder than words. There are times, too, when only actions can effectively communicate the message we want to convey and times when giving a message is a central part of the purpose of action. What our actions say to others depends largely, though not entirely, upon our avowed reasons for acting; and this is a matter for reflective decision, not something we discover later by looking back at what we did and its effects. The decision is important because “the same act” can have very different consequences, depending upon how we choose to justify it.

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9

Glazer, Nathan. "THIRTY YEARS WITH AFFIRMATIVE ACTION." Du Bois Review: Social Science Research on Race 2, no. 1 (March 2005): 5–15. http://dx.doi.org/10.1017/s1742058x05050022.

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Affirmative Discrimination: Ethnic Inequality and Public Policy(1975) criticized government policies requiring goals and timetables from federal contractors in order to implement affirmative action, arguing that this opposed the clear language of the Civil Rights Act of 1964 aiming at a color-blind society, was unnecessary, and threatened a full-scale Balkanization in employment procedures. It also criticized school busing and nascent programs to require publicly supported housing to reach some statistical goal in proportions of Black and White. In time, the author changed his position, as indicated in the introduction to the 1987 edition ofAffirmative Discrimination. In particular, he saw the virtue and necessity of race preference in admission to institutions of higher education, recognizing the degree to which slavery and discrimination had placed blacks in a unique position of disadvantage, and the imperative for a democratic society to incorporate in its leading institutions all major elements of the population.

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10

Aguirre, Adalberto. "Academic Storytelling: A Critical Race Theory Story of Affirmative Action." Sociological Perspectives 43, no. 2 (June 2000): 319–39. http://dx.doi.org/10.2307/1389799.

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The minority (nonwhite) can tell stories about institutional practices in academia that result in unintended benefits for the majority (white). One institutional practice in academia is affirmative action. This article presents a story about a minority applicant for a sociology position and his referral to an affirmative action program for recruiting minority faculty. One reason for telling the story is to illustrate how an affirmative action program can be implemented in a manner that marginalizes minority persons in the faculty recruitment process and results in benefits for majority persons. Another reason for telling the story is to sound an alarm for majority and minority faculty who support affirmative action programs that the programs can fall short of their goals if their implementation is simply treated as a bureaucratic activity in academia.

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11

Taillandier-Schmitt, Anne, and Christelle Maisonneuve. "French Attitudes Toward Affirmative Action Programs and Their Beneficiaries." Swiss Journal of Psychology 78, no. 1-2 (April 2019): 37–49. http://dx.doi.org/10.1024/1421-0185/a000222.

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Abstract. Attitudes toward affirmative action programs (AAPs) depend on the criteria on which these programs are based and on the ideological views in the relationships between groups. The present study examined the impact of the selection procedure (with or without AA) on the perception of justice and on attitudes toward the beneficiaries of these procedures in France, where the system makes it possible to compare beneficiaries of different origins. A group of 101 French students read scenarios describing the admission of a candidate, with either a French or a North African first name, to a prestigious school, based on either a standard selection procedure or AA. The standard procedure and its beneficiary were more positively judged, and the beneficiary was considered more competent, than one selected with AAP. These results were particularly significant for participants with a high level of social dominance orientation (SDO). Furthermore, participants perceived both selection procedures more positively and judged the candidate as being more competent when that person had a French-sounding name. High-SDO participants underestimated socioeconomic and ethnic discrimination. The theoretical and practical implications are discussed.

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12

Zoabi, Khawla, and Yaser Awad. "The Role of Evaluation in Affirmative Action-Type Programs." New Directions for Evaluation 2015, no. 146 (June 2015): 83–93. http://dx.doi.org/10.1002/ev.20122.

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13

Uri, Noel D., and J. Wilson Mixon. "Effects of U.S. affirmative action programs on women's employment." Journal of Policy Modeling 13, no. 3 (September 1991): 367–82. http://dx.doi.org/10.1016/0161-8938(91)90020-y.

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14

Cade, Alfred R. "Affirmative Action in Higher Education." education policy analysis archives 10 (April 25, 2002): 22. http://dx.doi.org/10.14507/epaa.v10n22.2002.

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This study analyzed the variations of policies and practices of university personnel in their use of affirmative action programs for African American students. In this study, the policy topic is affirmative action and the practices used in admissions, financial aid, and special support services for African-American students. Surveys were mailed to 231 subjects representing thirty-two Missouri colleges and universities. Most of the survey respondents were male, white, and nearly two-thirds were above the age of forty. Ethnic minorities were underepresented among the professionals. Seventy-two percent of respondents were white, 23% were African American, and 5% were Hispanic. The results of this study suggest a positive picture of student affirmative action practices and policies used by Missouri personnel. Differences among professionals were at a minimum. The overall mean score for support in diversifying Missouri institutions was fairly high, and this may reflect diversity initiatives taken by the Missouri Coordinating Board for Higher Education in the late 1980s, and early 1990s. Data suggested that Missouri personnel are aware of the judicial scrutiny by the courts in administering student affirmative action. Most Missouri institutions use a single process for assessing all applicants for admission, without reliance on a quota system. The recent Hopwood decision showed little impact on the decisions regarding professionals' use of student affirmative action at Missouri institutions. Although public attitudes toward student affirmative action may play a role in establishing policies and practices, Missouri personnel are very similar in their perceptions regardless of race/ethnicity, gender, and institutional office or position.

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15

Bagde, Surendrakumar, Dennis Epple, and Lowell Taylor. "Does Affirmative Action Work? Caste, Gender, College Quality, and Academic Success in India." American Economic Review 106, no. 6 (June 1, 2016): 1495–521. http://dx.doi.org/10.1257/aer.20140783.

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Public policy in modern India features affirmative action programs intended to reduce inequality that stems from a centuries-old caste structure and history of disparate treatment by gender. We study the effects of one such affirmative action program: an admissions policy that fixes percentage quotas, common across more than 200 engineering colleges, for disadvantaged castes and for women. We show that the program increases college attendance of targeted students, particularly at relatively higher-quality institutions. An important concern is that affirmative action might harm intended beneficiaries by placing them in academic programs for which they are ill-prepared. We find no evidence of such adverse impacts. (JEL O15, O17, I23, I28, J15, J16, Z13)

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16

Sabbagh, Daniel. "Affirmative Action: The U.S. Experience in Comparative Perspective." Daedalus 140, no. 2 (April 2011): 109–20. http://dx.doi.org/10.1162/daed_a_00081.

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Broadly defined, affirmative action encompasses any measure that allocates resources through a process that takes into account individual membership in underrepresented groups. The goal is to increase the proportion of individuals from those groups in positions from which they have been excluded as a result of state-sanctioned oppression in the past or societal discrimination in the present. A comparative overview of affirmative action regimes reveals that the most direct and controversial variety of affirmative action emerged as a strategy for conflict management in deeply divided societies; that the policy tends to expand in scope, either embracing additional groups, encompassing wider realms for the same groups, or both; and that in countries where the beneficiaries are numerical majorities, affirmative action programs are more extensive and their transformative purpose is unusually explicit.

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17

Roy, Prashant, and Mohsin Alam. "Corporate Social Responsibility and Affirmative Action Programs: an Indian Perspective." Revue de l’organisation responsable 3, no. 2 (2008): 49. http://dx.doi.org/10.3917/ror.032.0049.

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18

Birk, Paul. "Avoiding problem areas in developing and implementing affirmative action programs." Employment Relations Today 19, no. 2 (June 1992): 145–50. http://dx.doi.org/10.1002/ert.3910190205.

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19

Fairlie, Robert, and Justin Marion. "Affirmative action programs and business ownership among minorities and women." Small Business Economics 39, no. 2 (December 2, 2010): 319–39. http://dx.doi.org/10.1007/s11187-010-9305-4.

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20

Arnold, Jason F. "Racial Inequalities in Health Care: Affirmative Action Programs in Medical Education and Residency Training Programs." Journal of Law, Medicine & Ethics 49, no. 2 (2021): 206–10. http://dx.doi.org/10.1017/jme.2021.30.

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AbstractThis article argues that because racial inequalities are embedded in American society, as well as in medicine, more evidence-based investigation of the effects and implications of affirmative action is needed. Residency training programs should also seek ways to recruit medical students from underrepresented groups and to create effective mentorship programs.

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21

Friend, Jed, and Arnold LeUnes. "Overcoming Discrimination in Sport Management: A Systematic Approach to Affirmative Action." Journal of Sport Management 3, no. 2 (July 1989): 151–57. http://dx.doi.org/10.1123/jsm.3.2.151.

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Recently the issue of fairness in the recruitment, selection, and placement aspects of personnel management for professional baseball teams has been questioned. The only seemingly correct solution to the lack of minorities in sport management positions has been oriented toward developing and implementing affirmative action programs. This paper discusses an approach to affirmative action that emphasizes (a) job analysis, (b) job descriptions, and (c) prediction of managerial performance. It therefore serves as a caveat for those organizations that feel an adequate affirmative action policy, as a single entity, is the proper remedy for correcting past discriminatory hiring decisions.

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22

Massey, Douglas S., and Margarita Mooney. "The Effects of America's Three Affirmative Action Programs on Academic Performance." Social Problems 54, no. 1 (February 2007): 99–117. http://dx.doi.org/10.1525/sp.2007.54.1.99.

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23

Cestau, Dario, Dennis Epple, and Holger Sieg. "Admitting Students to Selective Education Programs: Merit, Profiling, and Affirmative Action." Journal of Political Economy 125, no. 3 (June 2017): 761–97. http://dx.doi.org/10.1086/691702.

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24

Twale, Darla J., Costas J. Douvanis, and Francis J. Sekula. "Affirmative action strategies and professional schools: case illustrations of examplary programs." Higher Education 24, no. 2 (September 1992): 177–91. http://dx.doi.org/10.1007/bf00129440.

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25

Kaplan, Joe. "Is It Sunset Time for Affirmative Action and Set-Aside Programs?" Practice Periodical on Structural Design and Construction 2, no. 1 (February 1997): 26–30. http://dx.doi.org/10.1061/(asce)1084-0680(1997)2:1(26).

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26

São Paulo, Eduardo de. "Preliminary studies on affirmative action in a brazilian university." RAM. Revista de Administração Mackenzie 11, no. 3 (June 2010): 27–45. http://dx.doi.org/10.1590/s1678-69712010000300004.

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As a signatory to Durban III World Conference against Racism, Discrimination, Xenophobia and other forms of Intolerance, Brazil has committed itself to the enforcement of mechanisms to promote social equity. As a consequence, governmental programs have been implemented, aiming at the inclusion of Afro-descendents in higher education. Actually, the quantity of such students in the academy is minimal and does not relate to what can be observed in the general population. As an example of such endeavor, Universidade de Brasília (UnB) has started an Affirmative Action program in order to include a contingent of 20% of its freshman students as representatives of racial underprivileged groups. This policy started in August 2004. The present study aimed to investigate the perceptions of students and general public to this policy. An instrument, based partially on McConahay's (1986) Modern Racism scale, was administered to a sample of 316 students. A factor analysis (AF) extracted five factors, corresponding to 48% of the total variance explained. An Analysis of Variance (Anova) was performed to better understand the results, concerning both age and gender of the subjects. Results show that, although students demonstrated interest in the implementing of Affirmative Action programs, and are aware of the relevance of such procedures to the cultural and social structure of the community, they do not agree with their reasons or measures taken, or to the existence of the problem itself.

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27

Rose, Heather. "The Effects of Affirmative Action Programs: Evidence From the University of California at San Diego." Educational Evaluation and Policy Analysis 27, no. 3 (September 2005): 263–89. http://dx.doi.org/10.3102/01623737027003263.

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Using administrative data from the University of California at San Diego, the author explicitly identifies and studies students admitted under affirmative action programs. On average, these students earned grade point averages (GPAs) 0.30 points lower than those of nonaffirmative students. The difference in graduation rates is larger, with 57% of affirmative action students graduating compared to 73% of their nonaffirmative action peers. When compared to students just above the regular admissions cutoff, the differences are smaller—the difference in graduation rates is only 8 percentage points, and the difference in GPAs is only 0.20 points. A student’s family, school, and neighborhood characteristics can explain a small part of these differences, but academic preparation explains most of the difference.

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Grubb III, W. Lee, Amy McMillan-Capehart, and William C. McDowell. "Why Didnt I Get The Job? White Nonbeneficiaries Reactions To Affirmative Action And Diversity Programs." Journal of Diversity Management (JDM) 4, no. 2 (April 1, 2009): 25–34. http://dx.doi.org/10.19030/jdm.v4i2.4955.

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The purpose of this study was to investigate how justifications for hiring procedures and hiring decisions impact white nonbeneficiaries perceptions of fairness. The results for the procedural and distributive justice hypotheses were strikingly similar. Both the diversity justification and no justification were perceived to be fairer than the affirmative action justification for both procedural and distributive justice. Interestingly, however, the respondents perceived no justification to be fairer than the diversity justification. Of the three different scenarios, no justification was perceived to be the most fair and affirmative action was perceived to be the least fair justification.

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Syed, Jawad, and Robin Kramar. "Socially responsible diversity management." Journal of Management & Organization 15, no. 5 (November 2009): 639–51. http://dx.doi.org/10.1017/s1833367200002479.

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AbstractThe purpose of this article is to develop a conceptual framework to describe ‘socially responsible diversity management’. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to afirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed ‘socially responsible diversity management’.

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Syed, Jawad, and Robin Kramar. "Socially responsible diversity management." Journal of Management & Organization 15, no. 5 (November 2009): 639–51. http://dx.doi.org/10.5172/jmo.15.5.639.

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AbstractThe purpose of this article is to develop a conceptual framework to describe ‘socially responsible diversity management’. This framework seeks to demonstrate that the desired social justice outcomes of affirmative action programs and the business benefits of diversity management programs can be achieved but only by undertaking initiatives at a number of levels. Traditional approaches to afirmative action have been unsuccessful in achieving their goal of equitable labour market outcomes and it is unclear that diversity management programs have contributed to business outcomes. The article argues that neither affirmative action nor diversity management has been able to fully achieve its objectives because of a number of limitations. The article argues that organisations can achieve better business outcomes, as well as equity outcomes associated with a diverse workforce, by adopting a relational, multilevel framework of managing diversity. Such a framework provides for the creation of what is termed ‘socially responsible diversity management’.

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31

Taylor, Ronald L. "Affirmative Action And Governmental Procurement Policies: The Rules Of The Game Have Changed." Journal of Applied Business Research (JABR) 6, no. 4 (October 21, 2011): 28. http://dx.doi.org/10.19030/jabr.v6i4.6273.

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State and local governments have adopted hundreds of affirmative action programs that set-aside a percentage of government procurements for minority-owned businesses. For a number of years, these programs were commonly upheld based upon certain relatively relaxed constitutional rules. Recently, however, the Supreme Court articulated stringent new rules that twill significantly curtail future programs of this nature. Governmental procurement policies must be quickly altered to accommodate these news constitutional limitations.

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32

de Bodman, Florent, and Pamela R. Bennett. "MR. SECRETARY, TEAR DOWN THIS WALL." Du Bois Review: Social Science Research on Race 8, no. 2 (2011): 441–66. http://dx.doi.org/10.1017/s1742058x11000427.

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AbstractRacial segregation has been a persistent feature of the American social landscape and a longstanding contributor to racial inequality, particularly between Blacks and Whites. Affirmative action policies have been used to address the systemic discrimination and attendant socioeconomic consequences to which African Americans have been subjected. Yet affirmative action has not been widely used in all domains in which segregation and systemic discrimination occurred. Although such policies have been adopted in the domains of employment and postsecondary education, few federal affirmative action programs have been used in housing. This is surprising given high levels of segregation across the metropolitan United States, as well as the stated integrative objectives of the U.S. Congress when it passed the Fair Housing Act of1968. To understand this puzzle, we use the Gautreaux Assisted Housing Program, a housing mobility effort of the Federal government and the Chicago Housing Authority that used explicit racial criteria, as a surrogate for affirmative action in housing more broadly. We conduct a comparative analysis of Gautreaux and affirmative action in college admissions using insights from applied political philosophy and sociology. By confronting Gautreaux with a more traditional affirmative action program, we are able to identify and compare the judicial, moral, and instrumental justifications for each, enabling us to draw conclusions about whether and how affirmative action can justifiably be used on a large scale to reduce neighborhood segregation, the possible forms it could take, and the difficulties it would face. We close with a discussion of the recent shift toward integration taken by the Department of Housing and Urban Development under the Obama administration, its relationship to affirmative action, and its implications for declines in residential segregation in the United States.

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33

Islam, Gazi, and Sarah E. S. Zilenovsky. "Affirmative Action and Leadership Attitudes in Brazilian Women Managers." Journal of Personnel Psychology 10, no. 3 (January 2011): 139–43. http://dx.doi.org/10.1027/1866-5888/a000039.

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This note examines the relationship between affirmative action (AA) program perceptions and women’s self-ascribed capacity and desire to become leaders. We propose that women who believe that their organization implements a program of preferential selection toward women will experience negative psychological effects leading to lowered self-expectations for leadership, but that this effect will be moderated by their justice perceptions of AA programs. We test this proposition empirically for the first time with a Latin American female sample. Among Brazilian women managers, desire but not self-ascribed capacity to lead was reduced when they believed an AA policy was in place. Both desire’s and capacity’s relationships with belief in an AA policy were moderated by justice perceptions.

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34

Jain, Harish C. "Racial Minorities and Affirmative Action/Employment Equity Législation in Canada." Articles 44, no. 3 (April 12, 2005): 593–614. http://dx.doi.org/10.7202/050516ar.

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The purpose of this article is to highlight the disadvantaged status of visible minorities in public and private sector organizations and the need for affirmative action/employment equity programs to ameliorate their disadvantaged statut, to describe and analyze public policy on employment equity at the federal and provincial levels, to evaluate the effectiveness of the federal EE initiatives; and to provide policy implications and recommendations for strengthening public policy initiatives.

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35

da Conceição, Eliane Barbosa, and Peter K. Spink. "Which foot first: diversity management and affirmative action in Brazilian business." Management international 17 (May 23, 2013): 25–36. http://dx.doi.org/10.7202/1015809ar.

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This paper discusses the relative importance of diversity management programs and government initiatives in reducing job access inequalities. It contrasts the affirmative action-0diversity management process in the USA with that of Brazil, where racial inequality has remained extremely persistent. Using the relational framework (Syed; Özbilgin, 2009) it examines how Brazilian banks are dealing with diversity and affirmative action following initiatives from the Federal Public Prosecutor’s Office for Labor. The results suggest that, individually, neither diversity management nor legal initiatives are sufficient to ensure effective social justice but, in settings of durable inequality, firm legal initiatives are a necessary first step.

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36

Sunhee, Kim, and Kim Seoyong. "Exploring the Effect of Four Factors on Affirmative Action Programs for Women." Asian Journal of Women's Studies 20, no. 1 (January 2014): 31–70. http://dx.doi.org/10.1080/12259276.2014.11666172.

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37

Chang, Weining C. "Toward Equal Opportunities: Fairness, Values, and Affirmative Action Programs in the U.S." Journal of Social Issues 52, no. 4 (January 1996): 93–97. http://dx.doi.org/10.1111/j.1540-4560.1996.tb01850.x.

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38

Burzynska, Katarzyna, and Gabriela Contreras. "Affirmative action programs and network benefits in the number of board positions." PLOS ONE 15, no. 8 (August 4, 2020): e0236721. http://dx.doi.org/10.1371/journal.pone.0236721.

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39

Fine, Terri Susan. "The impact of issue framing on public opinion: Toward affirmative action programs." Social Science Journal 29, no. 3 (September 1, 1992): 323–34. http://dx.doi.org/10.1016/0362-3319(92)90025-d.

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40

Susskind, Alex M., Robert A. Brymer, Woo Gon Kim, Hae Young Lee, and Sean A. Way. "Attitudes and perceptions toward affirmative action programs: An application of institutional theory." International Journal of Hospitality Management 41 (August 2014): 38–48. http://dx.doi.org/10.1016/j.ijhm.2014.04.003.

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Aygün, Orhan, and Inácio Bó. "College Admission with Multidimensional Privileges: The Brazilian Affirmative Action Case." American Economic Journal: Microeconomics 13, no. 3 (August 1, 2021): 1–28. http://dx.doi.org/10.1257/mic.20170364.

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In 2012, Brazilian public universities were mandated to use affirmative action policies for candidates from racial and income minorities. We show that the policy makes the students’ affirmative action status a strategic choice and may reject high-achieving minority students while admitting low-achieving majority students. Empirical data shows evidence consistent with this type of unfairness in more than 49 percent of the programs. We propose a selection criterion and an incentive-compatible mechanism that, for a wider range of similar problems and the one in Brazil in particular, is fair and removes any gain from strategizing over the privileges claimed. (JEL I23, O15, I28, J15, D82, H52)

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Kogut, Carl A., and Larry E. Short. "Affirmative Action in Federal Employment: Good Intentions Run Amuck?" Public Personnel Management 36, no. 3 (September 2007): 197–206. http://dx.doi.org/10.1177/009102600703600302.

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This study examines the impact of affirmative action programs on federal employment to determine if equality of opportunity has been achieved across the various occupational categories and management, professional and supervisory positions. The study differs from most studies of EEO in that it utilizes the five-percent Public Use Microdata Sample from the 2000 Census rather than the database normally used by the Equal Employment Opportunity Commission. The findings suggest that after 40 years of intensive affirmative action efforts the federal government continues to employ a disproportionate number of minority group members than would be expected from their representation in the labor force. The disparity in employment of various minority group members is surprisingly large, suggesting that good intentions may have only intensified discrimination in federal employment for some minority employees.

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Uysal, Davut, Rahman Temizkan, and Nazmi Taslacı. "Investigation of Attitudes and Perceptions of Human Resource Managers at Hospitality Establishments Regarding Affirmative Action Programs A Case Study in Eskişehir-Turkey." European Journal of Multidisciplinary Studies 4, no. 2 (January 21, 2017): 27. http://dx.doi.org/10.26417/ejms.v4i2.p27-34.

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The purpose of this study is to examine the perceptions and attitudes of human resource managers at some hospitality organisations regarding the employment of disadvantaged individuals as part of affirmative action program in the province of Eskişehir-Turkey. This study is a qualitative study focusing on real cases to inspire other organisations. The data were collected through active interviews, and the collected data was analysed through the use of manual qualitative data analysis methods. The findings of the study reveal that perceptions of human resource managers regarding disadvantaged individuals at hospitality organisations are closely related to disabled individuals. They do not have positive attitudes towards the employment of disadvantaged individuals in tourism as part of affirmative action programs. They are also against positive discrimination of disadvantaged individuals in the employment in tourism for some reasons. All these findings suggest that participants are confused about some terms regarding affirmative action.

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Silva, Guilherme Henrique Gomes da. "AN OVERVIEW OF AFFIRMATIVE ACTION POLICIES IN PUBLIC FEDERAL UNIVERSITIES IN SOUTHEAST BRAZIL." Cadernos de Pesquisa 49, no. 173 (September 2019): 184–206. http://dx.doi.org/10.1590/198053145665.

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Abstract This article deals with how Brazilian students from underrepresented groups have access to higher education, and how is their permanence in it. It aims to provide an overview of the treatment of affirmative action policies in federal universities in southeastern Brazil. A wide range of official documents of all nineteen federal universities in this Brazilian region was analyzed. After data analyses, three categories were constructed: admission, post-admission support, and pedagogical programs for student permanence. This study indicates that a broader understanding of how affirmative actions are treated is critical if they are to achieve their goals, particularly with regard to the permanence of benefited students.

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Warner, Rebecca L., and Brent S. Steel. "Affirmative Action in Times of Fiscal Stress and Changing Value Priorities: The Case of Women in Policing." Public Personnel Management 18, no. 3 (September 1989): 291–309. http://dx.doi.org/10.1177/009102608901800304.

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Public sector affirmative action programs must contend with recent political and economic trends. Given the conservative political environment which de-emphasizes affirmative action, and given the advent of serious fiscal constraints facing many cities, is it reasonable to expect progress in employment of women in nontraditional roles within municipal governments? This article investigates this question using data gathered from reported surveys of over 280 municipal police departments in major American cities over the period 1978 to 1987. Findings suggest that women may have a long and difficult road ahead for improving their representation in municipal policing.

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Wilson, D. C., D. W. Moore, P. F. Mckay, and D. R. Avery. "Affirmative Action Programs for Women and Minorities: Expressed Support Affected by Question Order." Public Opinion Quarterly 72, no. 3 (August 28, 2008): 514–22. http://dx.doi.org/10.1093/poq/nfn031.

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Fullinwider, Robert K., and Judith Lichtenberg. "Leveling the Playing Field." Theory and Research in Education 4, no. 2 (July 2006): 201–13. http://dx.doi.org/10.1177/1477878506064553.

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Responding to Brighouse's comments, we discuss ways that institutions of higher education themselves can increase access for low-income students.We argue for the important role of community colleges and for bridge programs that colleges can establish with middle and high schools to ensure that students take the subjects necessary to prepare them for higher education. Responding to Strike's observations, we recapitulate our defense of affirmative action and discuss some of the emerging empirical literature that raises questions about affirmative action's consequences.

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CAMP, SCOTT D., THOMAS L. STEIGER, KEVIN N. WRIGHT, WILLIAM G. SAYLOR, and EVAN GILMAN. "Affirmative Action and the “Level Playing Field”: Comparing Perceptions of Own and Minority Job Advancement Opportunities." Prison Journal 77, no. 3 (September 1997): 313–34. http://dx.doi.org/10.1177/0032855597077003006.

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Little research has been done on the effectiveness of affirmative action programs in establishing perceptions of a “level playing field” for historically disadvantaged groups. Especially lacking is research on the perceptions of people working for specific affirmative action employers. This research uses both outcome and attitudinal data of correctional officers employed by the Federal Bureau of Prisons, an affirmative action employer. Black and White correctional officers provide evaluations of their own opportunities for job advancement that are generally consistent with objective, aggregate data. Black and White officers, however, exhibit wide disagreement when surveyed about opportunities available for minorities. This research examines the processes by which the discrepancies between Black and White evaluations of minority opportunities arise. In particular, the authors examine the ability of two competing hypotheses to explain the disagreement between Blacks and Whites. The first hypothesis, the denial of minority opportunity hypothesis, holds that minorities underestimate minority opportunities relative to their own opportunities. The second hypothesis, the denial of majority opportunity hypothesis, maintains that nonminorities overestimate minority opportunities. Results suggest that White correctional officers tend to overestimate minority opportunities.

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Lurie, Peter. "The Law as They Found It: Disentangling Gender-Based Affirmative Action Programs from Croson." University of Chicago Law Review 59, no. 4 (1992): 1563. http://dx.doi.org/10.2307/1600009.

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Uri, Noel D., and J. Wilson Mixon. "Effects of U.S. equal employment opportunity and affirmative action programs on women's employment stability." Quality and Quantity 26, no. 2 (May 1992): 113–26. http://dx.doi.org/10.1007/bf02273548.

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