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Federal regulations require affirmative action plans to include an equal opportunity policy statement, an analysis of the current work force, identification of under-represented areas, the establishment of reasonable, flexible goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem ...
Sander helped to develop a socioeconomically based affirmative action plan for the UCLA School of Law after the passage of Proposition 209 in 1996, which prohibited the use of racial preferences by public universities in California. This change occurred after studies showed that the graduation rate of blacks at UCLA was 41%, compared to 73% for ...
Affirmative action in New Zealand is most often done indirecttly by encouraging those in groups favored by affirmative action to get jobs in sectors they are underrepresented in. [134] Diversity Awards NZ is an organization in New Zealand whose goal is to " celebrate excellence in workplace diversity, equity and inclusion."
News of the Supreme Court ruling that affirmative action in higher education is unconstitutional has catapulted the policy that was legal for at least 45 years to the forefront.
The dissent argued that using race as a factor in admission decisions was in fact a way to promote a quota system and that it should be illegal now, not in 25 years to use racial affirmative action plans. Before this case, the compelling interest required to justify affirmative action has been correcting the effects of historic discrimination.
1968 – President Lyndon B. Johnson signs an executive order prohibiting sex discrimination by government contractors and requiring affirmative action plans for hiring women.
Executive Order 10925, signed by President John F. Kennedy on March 6, 1961, required government contractors, except in special circumstances, to "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".
Specifically, it empowered the Equal Employment Opportunity Commission to take enforcement action against individuals, employers, and labor unions which violated the employment provisions of the 1964 Act, and expanded the jurisdiction of the commission as well.
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