Dr. Patricia Williams, a renowned researcher of law and race argues the want for affirmative action based on race. I completely agree with this argument as research has shown that “Race-based affirmative actions promote diversity”. Embracing diversity by using Affirmative action leads to equity. Affirmative action and diversity deal with the issues that are related to discernment, but in diverse ways.
Below are some of the viewpoints in favor of this argument.
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Affirmative Action is a practice or effort to improve the standards of minorities. It happens when a society offers means to minorities to make sure that they are not differentiated regarding color, race, ethnic group, or gender. It has the objective of providing equal chance but is different from equal chance in the sense of being proactive. (as cited by Crosby, 2006)
According to Greater Good Magazine diversity refers to the fact there are many different types of individuals based on color, caste, creed, or gender.
- Affirmative Action and Efficacy of Diversity Policies:
Most of the psychologists are of the view that affirmative action is required to ensure the diversity of individuals. In addition to this Affirmative action ensures that hiring procedures and judgments should be made fair. Analysts also have declared that affirmative action is required to pass diversity to American businesses and institutions. (as cited by Crosby, 2006)
Another research has shown that affirmative action by an organization leads to greater growth in managerial diversity. (Kalev, A. 2006)
- Affirmative Action and Identity Theory:
According to the Identity theories perspective, the identity of an individual is particular and fixed for every person. (as cited by Holck)
Tajfel and Turner in 1970 proposed a similar theory in the discipline of social psychology called Social Identity Theory. According to this theory, some groups are very much related and show more noticeable self-concept traits than others and this relevance in groups forms their social Identity. Studies have shown a positive relationship between affirmative action, diversity, and identity. Valuing diversity by using affirmative action leads to positive consequences like better corporate image, improved problem-solving skills, or enhanced organizational and team, learning.
References
- Crosby, F. J., Iyer, A., & Sincharoen, S. (2006). Understanding Affirmative Action. Annual Review of Psychology, 57(1), 585-611. doi:10.1146/annurev.psych.57.102904.190029
- Holck, L., Muhr, S. L., & Villesèche, F. (2016). Identity, diversity, and diversity management. Equality, Diversity, and Inclusion: An International Journal, 35(1), 48-64. doi:10.1108/edi-08-2014-0061
- Kalev, A., Dobbin, F., & Kelly, E. (2006). Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies. American Sociological Review, 71(4), 589–617. https://doi.org/10.1177/000312240607100404
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