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Affirmative Action and Disabled Veterans, 2007.
An examination of the effects of applying affirmative action to disabled veterans.
1,316 words (approx. 5.3 pages), 5 sources, APA, £ 30.95
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Abstract
This paper examines the utilitarian ideal of applying affirmative action to disabled veterans. It explains that rewarding an under qualified candidate over somebody who is more deserving based on merit creates a great deal of controversy. The writer suggests that this is unethical because it has short term effects that may be good but the long term consequences bring about more unhappiness than happiness. The writer also points out that by analyzing affirmative action policies we will find that under qualified candidates hurt the overall progress on racial and gender equality issues. The writer strongly asserts that companies, both federal and civilian, owe it to themselves, their people, and the people who finance them to hire the most qualified candidate for any job regardless of gender, race, or prior service. The writer concludes that affirmative action can be used in a positive way as long as it does not promote negative outcomes.
From the Paper
"The United States is one of the youngest countries in the world and has seen itself rise in power due in part to its ability to integrate many different people. The "Melting Pot" as it has been termed affords people many opportunities that other countries don't have. A relatively new idea is that of Affirmative Action. Affirmative Action involves giving preferential treatment to a particular disadvantaged group giving them some sort of benefit. This is done in two ways. The first is by using a quota system. This is where a rule is put in place so that so many people in a program must be from a particular group. The second is on a case by case basis. Here there is just a simple attempt to consider a group in some special manner. Questions arise over the moral and ethical actions of awarding people jobs based on race or gender. A more novel concept is that of applying Affirmative Action to disabled veterans."
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Preferential Treatment for Disabled Veterans, 2007.
This paper examines whether disabled veterans should receive preferential treatment over better qualified candidates.
1,459 words (approx. 5.8 pages), 9 sources, APA, £ 33.95
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Abstract
This paper discusses whether veterans returning from Iraq with disabilities, such as post-traumatic stress disorder, should receive preferential treatment in securing employment. This paper further provides a comparison of the affirmative action programs for veterans, minorities and women, followed by an analysis of the deontological and utilitarian aspects of these human resource initiatives. The author concludes that affirmative action for veterans is weak compared to other programs for women and minorities.
Outline:
Introduction
Review and Discussion
Utilitarian and Deontological Considerations
Conclusions
From the Paper
"By sharp contrast, affirmative action programs for women and minorities are of fairly recent origin. According to Cohen and Sterba (2003), less than two months after assuming office, President John F. Kennedy issued Executive Order 10925 in March 1961 that established the President's Committee on Equal Employment Opportunity; the goal of this initiative was to end discrimination in employment by the federal government and its contractors. This presidential mandate, which is still in effect today, requires every federal contract from that time forward to include the following pledge: "The Contractor will not discriminate against any employee or applicant for employment because of race, creed, color, or national origin. The Contractor will take affirmative action, to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" (Executive Order 10925, 1961, cited in Cohen & Sterba, 2003, p. 12). While these words had been used in federal legislation in the past such as the National Labor Relations Act of 1935, it was the mandate of President Kennedy that created the national commitment to "affirmative action" to take those steps necessary to eliminate all preference by race (Cohen & Sterba, 2003). Affirmative action programs for women and minorities assume a large variety of forms today, ranging from conducting more aggressive recruiting efforts in ethnic communities to mandating a specific number of positions be set aside specifically for female and minority candidates (Beckwith & Jones, 1997). Many states have established comparable affirmative action programs for women, minorities and disabled veterans that have recently been confirmed as constitutional as well (Muhl, 1999). "
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Discrimination and Affirmative Action, 2007.
This paper discusses disabled veterans, women and minorities in the workplace.
1,236 words (approx. 4.9 pages), 5 sources, MLA, £ 29.95
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Abstract
The paper discusses how the federal law calls for federal employers to set up a plan of action in order to institute the requirements and specifics with regard to hiring disabled veterans. The paper examines these regulations and their impact on disabled veterans. The paper also discusses the employment of women and minorities and what would constitute an under-utilization of these sectors.
From the Paper
"Meanwhile, the definition of what the federal government has put forward as far as disabled veterans getting opportunities is spelled out in Title 5, the Code of Federal Regulations, Part 720, subpart C, the Disabled Veterans Affirmative Action Program (DVAAP). Let's establish out front that hiring decisions are made on a case-by-case basis in most government and private industry situations. Just because a man or woman walks into a federal work site and is 35% disabled, doesn't guarantee that person a job over another person. It may be that the veteran who is disabled knows nothing whatsoever about technology and computers, and the job requires some competency in those fields - plus no training is available."
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Affirmative Action, 2007.
An argumentative essay on affirmative action.
1,255 words (approx. 5.0 pages), 3 sources, MLA, £ 29.95
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Abstract
The writer argues that it is moral to treat all persons with the respect and dignity they deserve. The writer proposes that to set up programs and quotas, to legally force companies to hire a certain group of people with a certain set of traits, results in disrespect and resentment. The paper discusses how disabled veterans should be given the utmost in support and opportunity to reintegrate into society. The writer further argues that this can only be done properly if the disabled persons themselves are consulted thoroughly to determine their qualifications and their wishes.
From the Paper
"In terms of the morality of such preferential treatment programs, there are even more perspectives to consider when focusing on disabled veterans. Firstly, one should consider the fact that disabled veterans are in a somewhat unique position. They were injured in a profession that they had been highly qualified for. In preferential treatment programs, they are brought into jobs that they are still qualified for with the only difference being the disadvantage of physical disability. The question of qualification is therefore not necessarily a consideration in this case. On the other hand, the DVAAP focuses strongly and specifically on pushing for greater numbers of employed disabled veterans."
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Technology and the Disabled, 2002.
The paper states that technology cannot eliminate most of the problems for an individual with disabilities and concludes that, for the disabled person to be able to do all that is available for him/her to do in society, the public must be educated.
1,460 words (approx. 5.8 pages), 2 sources, APA, £ 33.95
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Abstract
The author states that technology has opened many doors of opportunity for those who are disabled, but the disabled still are not independent in all aspects of the society. He continues that the federal government requires that there be no discrimination concerning the disabled person but there is still the discrimination and the stigma of disability. The paper presents examples of technology and types of discrimination. The author recommends better public education as the key to helping the disabled to have a better quality of life.
From the Paper
"Worldwide, many opportunities are opening up for the disabled. ?As we continue to move ahead in the new millennium, we are more aware of what can be done with technology today and in the future in order to lower the number of people with disabilities who are employed. For the end user the biggest issue may be, ?Will the system work for me or will there need to be adjustments made in order for me to do the job requirements?? "
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Affirmative Action, 2004.
An explanation and comparison of goal-based affirmative action and process-based affirmative action.
1,354 words (approx. 5.4 pages), 5 sources, MLA, £ 31.95
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Abstract
This paper distinguishes between two forms of affirmative action policies, the goal-based affirmative action and process-based affirmative action. This paper argues that most people who protest against affirmative action are actually against goals-based affirmative action. This paper further argues that a greater emphasis on process-oriented affirmative action policies will more effectively address the concerns of both sides of the affirmative action debate.
From the Paper
"Critics decry race-based admissions policies as an undermining of the merit-based system. However, Jesse Jackson points out the effects of race and socio-economic class in the academic performance of many minority children. Jackson argues that unlike affluent white, many minority students from low-income families do not access to resources like honors classes and SAT preparation courses. Also, the fact that many have to work after school to augment the family income places minority students at a distinct disadvantage at the college applications process (Jackson 290)."
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Affirmative Action in Schools, 2004.
A comparison of goal-based affirmative action and process-based affirmative action within the education system.
2,071 words (approx. 8.3 pages), 7 sources, MLA, £ 45.95
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Abstract
This paper distinguishes between two forms of affirmative action policies, the goal-based affirmative action and process-based affirmative action. In goal-based affirmative action, the emphasis is placed on giving minority racial status special consideration even before a qualified pool of candidates is established. This form of affirmative action was evident in the controversial admissions policies at the University of Michigan Law School, where African-American and Hispanic applicants were given 20 extra points solely based on their ethnicity.
From the Paper
"Other opponents of affirmative action in universities argue that by fostering an atmosphere of race-based promotion, these policies also serve to minimize the individual gains that many African Americans, women and other minorities achieve on their own merit. Instead, their achievements are tainted by a stigma. In one example, a young black woman made the University of Virginia's Law Review just as the university's affirmative action went into effect. The change from the previous, merit-based system significantly reduced the value of the young woman's Law Review achievement (Conti and Stetson 44-45)."
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Personal Experience with the Disabled, 2002.
An essay which shows how being in the presence of disabled people can help one see beyond their disability.
2,260 words (approx. 9.0 pages), 3 sources, MLA, £ 48.95
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Abstract
The author of this paper conveys the point that disabled people - both mentally and physically - need and feel like everyone else, and that by being in their presence, one can learn to see beyond their disability and accept them for the person they are. The author observes the case of an autistic child and the understanding that his family and friends have of his special needs. The point is also raised that people can learn from disabled people and benefit from their friendship.
From the Paper
"By watching Randy and his family, it is apparent that most people with disabilities are not abnormal but have special needs that require a lot patients and understanding from their loved ones It is also apparent not only it takes a lot out of the person with a disability live it but it takes a
tow out of their loved as well. This is because the person with a disability a lot of care depending on their needs. Every day will not be perfect especially if the person cannot think for himself or herself. Sometimes there is frustration between the caregiver and the person with a disability since people cannot be in good moods all of the time. Some days are very emotional for the caregiver and family because they know that the disability is not going to get any better. They also know that means they will have to take care of the person for the rest of their lives. The family does not mind it but it seems overwhelming at times. However, that does not change the fact they gain a lot of life experience by learning from the person with a disability."
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Affirmative Action in the Medical Community, 2002.
Looks at the continuing debate over affirmative action programs and, in particular, affirmative action programs in the medical community.
857 words (approx. 3.4 pages), 5 sources, MLA, £ 20.95
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Abstract
This paper presents arguments on the advantages and disadvantages of affirmative action programs. Specifically, it looks at the arguments presented in favor of and in opposition to affirmative action in medical schools. A landmark legal case about affirmative action is reviewed, and the utilitarian view of affirmative action is stated. The paper concludes by asserting that, ultimately, affirmative action programs do more harm than good.
From the Paper
"COMMUNITY
America has a long history of racial segregation and gender discrimination and unfortunately most actions to resolve these ugly issues have resulted in a failure. The opponents of affirmative action programs maintain that this law is also one of those failed attempts. Affirmative action was developed to remove racial and gender discrimination problems by making merit the only criterion for selection thus promoting equal opportunities among qualified women, colored and disabled people. But it has been noticed that despite its good intentions, the law has failed to produce positive results because it is ironic that while the law aimed at removal of racial discrimination, it has resulted in a new kind of racial segregation, which can be called ?reverse racism?"
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Affirmative Action, 2005.
This paper argues the dichotomy of affirmative action in education and the workforce.
2,600 words (approx. 10.4 pages), 8 sources, MLA, £ 54.95
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Abstract
This paper explains that affirmative action is a moral and political question which seems to divide Americans more than it unites them, because some people regard it as a program designed to rectify racism and reverse the effects of both past and present discrimination but others simply see it as another form of discrimination. The author feels that affirmative action is a program of opportunity, not a program of discrimination; affirmative action's mission has never been about hiring less qualified workers, but about opening up equal opportunity and ensuring that equal opportunity with equal results. The paper stresses that diversity in education and the workforce not only includes African-American men and women but also includes other ethnicity groups, such as Asians, Latinos and Indians, who have been able to gain both an invaluable education and work experience through affirmative action programs.
Table of Contents
Educational Aspects of Affirmative Action
Affirmative Action in the Workforce
The Counter-Argument against Affirmative Action
Conclusion
From the Paper
"These policies have been when minorities are actively sought or preferred, the reason given is usually that this is necessary to compensate for advantages to groups such as males or those of European descent from racism, sexism, results of historical circumstances, and institutional racism. In the U.S., the most prominent form of affirmative action centers on access to education, particularly admission to universities and other forms of tertiary instruction. Race, ethnicity, native language, social class, geographical origin, parental attendance of the university in question (legacy admissions), and/or gender are often taken into account when assessing the meaning of an applicant's grades and test scores."
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Affirmative Action, Against whom are we Discriminating?, 2001.
A closer look at how Affirmative Action affects the College Admissions process.
3,710 words (approx. 14.8 pages), 9 sources, MLA, £ 70.95
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Abstract
This argumentative paper deals with the issues surrounding today's struggle to get into colleges and how race is involved in this process.
Table of Contents
Introduction of Affirmative Action and how it relates to today and the college application process.
History and evolution of Affirmative Action
Causes for Affirmative Action
Pros of Affirmative Action
Cons of Affirmative Action
Theories of how to maintain diversity while eliminating Affirmative Action
Resolutions
From the Paper
"Year after year as high school seniors apply to colleges they are turned away from their school of choice and are forced to watch silently as a less qualified person takes their spot. These students are not turned away because of their test scores, or because they do not have good grades. They are not pushed away from their dream college for a lack of community service or extra-curricular activities. Contrary to the usual reasons for not being accepted into colleges, these students are denied the chance of higher education because of what basically comes down to their skin color. One might assume that racial discrimination ended in the 1960?s with the Civil Rights Act, but that person would be wrong. Perfectly qualified students are being rejected by college admissions time and time again for students who are less qualified, but are ethnically diverse. Affirmative action is often used on college campuses in order to maintain diversity among the student population, as well as to furnish opportunities of higher education to minorities who would have otherwise been unable to attend college. Yet, many students believe that affirmative action has outlived its intended purpose, and that granting preferences towards anybody for anything other than his or her own academic merit is a form of discrimination in itself, a sort of reverse discrimination. Although some schools are slowly ridding themselves of this practice, affirmative action still exists throughout the college world. Should this trend of ?dissolving? affirmative action continue, or do minorities still need the help getting into post-secondary institutions that affirmative action provides? Or, is there some sort of middle ground that can be reached?"
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A Historical Perspective of Affirmative Action, 2004.
Discusses affirmative action from a historical, economic, and social perspective.
4,816 words (approx. 19.3 pages), 18 sources, APA, £ 85.95
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Abstract
This paper presents an extensive study of affirmative action programs. It begins with a definition and explanation of the objectives of affirmative action policies and then goes on to look at the many societal areas the policies impact. The paper also looks at the primary focus of affirmative action policies, some of the arguments supporting and opposing affirmative action, and rulings on affirmative action programs that will affect their implementation in the future.
A Historical Perspective of Affirmative Action
Worldview
Roles in Affirmative Action
Education
Ethnic View
An Economic Perspective
A Sociological Perspective
From the Paper
"The American government justifies affirmative-action programs as ?the principal of compensatory justice (Giraldo, p. 45)?. Basically, this means that just compensation must be awarded to an injured party if an injustice has occurred. Affirmative action requires employees to hire members of groups that were wronged in the past in an effort to undo or compensate for historical injustices."
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Affirmative Action, 2004.
Looks at some of the criticisms of affirmative action programs and argues that, in spite of the criticism, affirmative action is sound policy.
2,156 words (approx. 8.6 pages), 5 sources, MLA, £ 46.95
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Abstract
This paper discusses affirmative action, with particular emphasis on how it pertains to decisions on hiring and promoting. The objective of the paper is to show that, for the most part, affirmative action works well. There are only some instances when it is taken too far so that it becomes detrimental to both white males, because they cannot get work as easily, and minorities, because they are believed to be promoted based on race and gender, and not on the merits of their work.
From the Paper
"Affirmative action is a reasonably new development when looking at the history of this country. It is basically designed to ensure that people who were treated unfairly in the past get equal treatment now, but there are some difficulties with this and there are some people who feel that affirmative action is unfair to those that are not minorities. Mainly white males feel that women and/or minorities are chosen before them in hiring decisions and are also promoted at a better rate in companies that have affirmative action policies in place. It has become difficult for many companies to find a balance between being fair to white males and being fair to everyone else."
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Affirmative Action, 2001.
This paper outlines the history of affirmative action starting in the 60s up to present; it is an unbiased argumentative paper on whether affirmative action is still needed.
1,557 words (approx. 6.2 pages), 6 sources, £ 35.95
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Abstract
This paper discusses discrimination and the history of affirmative action in combating it. The author mentions various presidents in American history and their attempts to make a difference in leveling the playing field for all races. Pros and cons for affirmative action are presented by the author.
From the Paper
"For many years minorities were discriminated against in the job market. People in our country felt something must be done to fix this problem in our society. That solution was affirmative action. Affirmative action is a group of policies used by the United States to give minorities jobs and job advancement opportunities by favoring them (Encarta). This affirmative action is in place to make up for years of discrimination in the past, either by the country as a whole or specific companies. The history of affirmative action is a long and interesting one."
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