Once upon a time, there were two people who went to an oppugn for only one(a) job position at the same company. The low person attended a prestigious and highly academic university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive wallop on the companys performance. The second person was on the button starting time out in the field and seemed to lack the in unionise that was visible in his opponent. Who was chosen for the job? you ask. Well, if the story took puzzle before 1964, the effect would be obvious. However, with the somewhat recent adoption of the social policy known as affirmative action, the wait on becomes unclear. After the United States Congress passed the Civil Rights Act in 1964, it became sp be that certain business traditions, such as senior status status and aptitude tests, prevented summation equality in employment. whence President, Lyndon B. Johnson, decided something needed to be do ne to save these flaws. On September 24, 1965, he issued Executive Order #11246 at Howard University that involve federal contractors to take affirmative action to ensure that applicants are employed . . . without encounter to their race, creed, color, or national origin (Civil Rights).
When Lyndon Banes Johnson sign that order, he enacted one of the close discriminating pieces of legislature since the Jim shoot a line Laws were passed. Affirmative action was created in an apparent motion to function minorities leap the discriminative barriers that were ever so consecrate when the tirade was first enacted, in 1965. At this time, the country was in th! e kindle of comprehensive civil-rights demonstrations, and racial tension was at its peak. Most of the somatic executive and managerial positions were occupied by white males, who controlled the hiring and fire of employees. The... If you want to maturate a full essay, order it on our website: OrderCustomPaper.com
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