- Mar 11, 2015
- 82,530
- 48,799
- 2,645
Myth: Under affirmative action, minorities and women receive preferences.
Reality: Affirmative action does not require preferences, nor do women and minorities assume that they will be given preference. Race, gender, and national origin are factors that can be considered when hiring or accepting qualified applicants. Hiring qualified women and minorities is similar to the preferences given to veterans in hiring and to children of alumni in college admissions. There are also other preferences used in selecting qualified candidates. For example, when private colleges and universities value geographic diversity on their campuses, an out-of-state student may be admitted before an in-state student. Some colleges and universities consider athletic abilities and/or evidence of leadership skills in addition to academic qualifications.
Myth: Affirmative action leads to discrimination against white men.
Reality: Evidence demonstrates that discrimination against white men is rare. For example, of the 91,000 employment discrimination cases before the Equal Employment Opportunity Commission, approximately 3% percent are discrimination cases against white men. Further, a study conducted by Rutgers University and commissioned by the U.S. Department of Labor (1995) found that discrimination against white men is not a significant problem in employment and that a "high proportion" of claims brought by white men are "without merit."
Affirmative action provides the employer with the largest pool of qualified applicants from which to choose.
Myth: Unqualified individuals are being hired and promoted for the sake of diversity/affirmative action.
Reality: Only affirmative action plans that do not compromise valid job or educational qualifications are lawful. Plans must be flexible, realistic, reviewable, and fair. The Supreme Court has found that there are at least two permissible bases for voluntary affirmative action by employers under Title VII: (1) to remedy a clear and convincing history of past discrimination by the employer or union, and (2) to cure a manifest imbalance in the employer's work force. Thus, affirmative action programs are intended to hire the most qualified individuals, while at the same time achieving equality of opportunity for all.
www.binghamton.edu
Reality: Affirmative action does not require preferences, nor do women and minorities assume that they will be given preference. Race, gender, and national origin are factors that can be considered when hiring or accepting qualified applicants. Hiring qualified women and minorities is similar to the preferences given to veterans in hiring and to children of alumni in college admissions. There are also other preferences used in selecting qualified candidates. For example, when private colleges and universities value geographic diversity on their campuses, an out-of-state student may be admitted before an in-state student. Some colleges and universities consider athletic abilities and/or evidence of leadership skills in addition to academic qualifications.
Myth: Affirmative action leads to discrimination against white men.
Reality: Evidence demonstrates that discrimination against white men is rare. For example, of the 91,000 employment discrimination cases before the Equal Employment Opportunity Commission, approximately 3% percent are discrimination cases against white men. Further, a study conducted by Rutgers University and commissioned by the U.S. Department of Labor (1995) found that discrimination against white men is not a significant problem in employment and that a "high proportion" of claims brought by white men are "without merit."
Affirmative action provides the employer with the largest pool of qualified applicants from which to choose.
Myth: Unqualified individuals are being hired and promoted for the sake of diversity/affirmative action.
Reality: Only affirmative action plans that do not compromise valid job or educational qualifications are lawful. Plans must be flexible, realistic, reviewable, and fair. The Supreme Court has found that there are at least two permissible bases for voluntary affirmative action by employers under Title VII: (1) to remedy a clear and convincing history of past discrimination by the employer or union, and (2) to cure a manifest imbalance in the employer's work force. Thus, affirmative action programs are intended to hire the most qualified individuals, while at the same time achieving equality of opportunity for all.
![www.binghamton.edu](https://www.binghamton.edu/assets/img/icon-og.png)
Affirmative Action: Myths versus Reality - Division of Diversity, Equity and Inclusion | Binghamton University
A concise article describing several key misunderstandings of affirmative action.