Tigerpaw Re..The point was that disparities in opportunity don't dissapear on their own.
Nor will they disappear with AA, unless the minorities are willing do what it takes to become as valuable of an employee, on average, as a non minority employee. In fact, I would venture to say that AA hurts, as much as it helps, because the fear of litigation makes people leary of hiring minorities. It becomes a game where you only hire who you have to, and only promote who you have to, and to only look at minorities as a quota, not as valuable employees with merits on their own rights. There is a risk of litigation with any employee, however AA greatly increases those risks, so before you hire too many minorities, you must be prepared to add new minority managers, or replace your current managers;bad employees are a problem with any race, but letting minorities go offers special problems, with their related costs and risks.. On the whole, the minorities would be better of without the stigma of being hired as a racial quota.
In my case, I hire minorities, as they are often the best available. However, I usually tell them that I am not under EEOC guidelines, and that I hired them for what they can do, not what the gov. tells me. And that keeping their job depends upon how they approach the job. And I haven't had a problem yet, however, if one of the black employees wanted to quit, and yell racism, then I would be broke defending my self against gov. lawyers,even though I have hired blacks for 30 yrs without a problem; so it is a risk. |
