NewsVine_Mariyam
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- #181
White women have been the greatest benefactor of affirmative action according to the agency that tracks these statics for the U.S. Labor DepartmentYou are confusing opportunity with outcome.Of course. So statistically in a land of equal opportunity, they should be equal economically. But they AREN'T.
Because of affirmative action, blacks have GREATER opportunity than any other group. Th lack of economic success is because far too few TAKE that opportunity.
"...white women as a group have benefited at a higher percentage than other groups. That means
- white women have benefited more than any other group from Affirmative Action
- if white women are the largest benefactors then it's not possible that the legislation does what many racist whites claim it does - takes jobs from qualified whites and gives them to unqualified blacks
- that our claims that the affirmation action law is "race neutral" are true and a perusal of the text itself will reveal that it makes no mention of any particular race nor does it elevate any one race over another
As far as where the data came from (Affirmative action, helpful or harmful?)
Enforcement of civil rights law in private workplaces: The effects of compliance reviews and lawsuits over time (Kalev & Dobbin 2006)
... Under Title VII of the Civil Rights Act of 1964, employers are forbidden from discriminating against their employees on the basis of race, sex, color, religion, or national origin. The law prohibits discrimination in terms, compensation, working conditions, and other aspects of employment; mandates enforcement by courts, rather than juries; and provides civil penalties for violations, including mandatory remedial hiring policies for employers and reinstatement with back pay awards to victims. It also created the EEOC to bring class action litigation against employers for discrimination. The Civil Rights Act initially applied to private sector employers with more than 25 employees; since 1972, it has applied to those with more than 15 employees.
Affirmative action Executive Order 11246, signed by President Lyndon B. Johnson in 1965, reinforced prohibitions in the Civil Rights Act of 1964 and earlier executive orders against discrimination based on race, color, religion, and national origin; subsequent orders and revisions have added sex (1967) and sexual orientation and gender identity (2014) as protected classes. Order 11246 required the federal government and federal contractors with 50 or more employees or $50,000 in contracts to develop written affirmative action plans and ensure equal opportunities for all workers. The order authorized the Secretary of Labor to establish the OFCCP to enforce federal contractors’ compliance. The OFCCP targets for compliance reviews those employers whose EEO-1 reports indicate relatively low employment of women and minorities. The authors noted that the nature of compliance reviews differed over time. Relative to later reviews, reviews in the 1970s were less frequent but more intrusive and more likely to lead to sanctions.
Findings
The study found that compliance reviews initiated against an establishment in the 1970s significantly increased the share of women and African Americans it employed as managers, not only in the 1970s but also through the 1980s and 1990s. A first compliance review in the 1970s increased the odds of white women in management by an estimated 34 percent, of African American women by 18 percent, and of African American men by 28 percent.
Compliance reviews initiated in the 1970s led to significantly greater increases in female and African American employment shares than did reviews conducted in the 1980s.
Larger numbers of lawsuits significantly increased employment shares for women and African Americans.
Clearinghouse for Labor Evaluation and Research (CLEAR)"
... Under Title VII of the Civil Rights Act of 1964, employers are forbidden from discriminating against their employees on the basis of race, sex, color, religion, or national origin. The law prohibits discrimination in terms, compensation, working conditions, and other aspects of employment; mandates enforcement by courts, rather than juries; and provides civil penalties for violations, including mandatory remedial hiring policies for employers and reinstatement with back pay awards to victims. It also created the EEOC to bring class action litigation against employers for discrimination. The Civil Rights Act initially applied to private sector employers with more than 25 employees; since 1972, it has applied to those with more than 15 employees.
Affirmative action Executive Order 11246, signed by President Lyndon B. Johnson in 1965, reinforced prohibitions in the Civil Rights Act of 1964 and earlier executive orders against discrimination based on race, color, religion, and national origin; subsequent orders and revisions have added sex (1967) and sexual orientation and gender identity (2014) as protected classes. Order 11246 required the federal government and federal contractors with 50 or more employees or $50,000 in contracts to develop written affirmative action plans and ensure equal opportunities for all workers. The order authorized the Secretary of Labor to establish the OFCCP to enforce federal contractors’ compliance. The OFCCP targets for compliance reviews those employers whose EEO-1 reports indicate relatively low employment of women and minorities. The authors noted that the nature of compliance reviews differed over time. Relative to later reviews, reviews in the 1970s were less frequent but more intrusive and more likely to lead to sanctions.
Findings
The study found that compliance reviews initiated against an establishment in the 1970s significantly increased the share of women and African Americans it employed as managers, not only in the 1970s but also through the 1980s and 1990s. A first compliance review in the 1970s increased the odds of white women in management by an estimated 34 percent, of African American women by 18 percent, and of African American men by 28 percent.
Compliance reviews initiated in the 1970s led to significantly greater increases in female and African American employment shares than did reviews conducted in the 1980s.
Larger numbers of lawsuits significantly increased employment shares for women and African Americans.
Clearinghouse for Labor Evaluation and Research (CLEAR)"