Affirmative action is legally required and needed in order to assure the diversity of student bodies, workforces, and organizations. It also helps insure that selection procedures and decisions are fair. However as noted previously, poorly constructed affirmative action programs can cause real harm and AAPs have been put into negative light recently by suspicion of putting race in front of merit. Paying attention to proper implementation is important. Therefore, we have few recommendations that include weak preferential treatment affirmative action plans that organizations should use to implement affirmative action effectively.
First, a recommendation that companies and organizations pursuing AAPs should be taking is computer based programs. An example is an automated hiring and promotion program used by Home Depot called Job Preference Program (JPP).（Cora Daniels, 2000） By using this program, all of the job applicants will have to take standardized tests operated by computers just as when you take GMAT or GRE or basically online test. The difference will only be content , all else should be similar and easy to handle. The JPP system will automatically evaluate the applicant’s performance and select the most qualified applicants. As I mentioned earlier it’s the same as online test, you do well so you get high score, as a job test, you do well so you get selected. The utilization of JPP removed the human-related decision in the process and made it fair for all applicants.What’s more, using this system has another benefit which is it can also expand the hiring pool since there is no basic requirements for applicants and everyone interested can have a try to see if they are potentially qualified.
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Ultimately, hiring managers no longer need to waste time interviewing people who clearly not suitable for this type of job at all and also eliminate the possibility of discrimination based on gender, color or race, the system treats every single applicants as the same. Based on the current JPP system, our group also recommend to improve the system by featuring the system with feedback for testers to review , so they know what is expected from them. For example, if one of the test questions is business case analysis, the result only suggests the tester is not doing well but didn’t give the reason, so the tester will not know what is expected from him/her. If the system have feedback featured, the computer will tell the tester what’s the best solution to the case so the tester can compare his/her own answer and improve it accordingly. In sum, we strongly recommend organization use the JPP systems to do the selection process if it’s applicable to the position they hire, not only because it saves time but also it accomplishes the affirmative action’s goal of reducing or eliminating the possibility of discrimination. With this program, candidates for new jobs took standardized tests directed by computers. This method would independently detect the most capable applicants and forward their name on to the hiring managers. The JPP cut administrative decision making early in the process and expanded the number of people considered for jobs and promotions. In this way, managers no longer have to waste time interviewing people who clearly are not up to par. Also managers do not have the opportunity to discriminate based on race, color or gender, the computer takes cares of that.
Next, companies and organizations need to make it a necessity to be transparent with AAPs. Clear and persuasive communication is necessary to accomplishing this goal of being transparent. Much of the controversy with AAPs as noted earlier is that there is no clear and concise way of how companies use their AAPs when making decisions on whom they hire, creating backlash that race is more important than merit. To fix this, companies must communicate about the goals and mechanics of their AAP. This communication has to be clear and persuasive to explaining how they utilize their specific companies AAP to job applicants as well as communicating to the specific individuals to who may have lost in a deciding factor involving a decision using affirmative action. Ways in which companies may be fully transparent with their AAP is having a section of the job application explaining how they use affirmative action within their company.
Additionally, companies can reiterated these goals and mechanics at the start of each interview to ensure the companies AAP is fully understood to prospects. Similarly, having the companies AAP publicized on the company website and being fully open for all to see will give clear communication of how affirmative action is used in that company or organizations selection procedures. Furthermore, companies and organizations should communicate to specific individuals whom were turned down for the position using a decision regarding affirmative action. This can easily be done with a phone call or email from a company representative explaining a tough decision on a position for the job that came down to using an affirmative action plan, that was already clearly stated in the job application and interview process, being used. With these points, having clear and persuasive communication will be accomplished eliminating the controversy that race is put over merit.
The last recommendation is to increase support, it is a determinant factor of successful affirmative programs. We recommend that the board of the director for companies must all reach a commitment that AAPs must be administered by the guideline strictly, with no exceptions, and the whole organization must keep consistent with the AAP guidelines. With endorsements from board of directors and top level administrators about their AAPs by calling board meetings, company announcements, and publicizing information about AAPs companies can build a more positive outlook. Ways that companies can increase support outside of the board of directors and administration endorsements includes publishing company AAP records and details to remain fully transparent to outsiders, reducing backlash from “unfair” AAPs. With a more positive outlook on AAPs it will build a stronger positive correlation for support among both minority and majority groups.
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