Affirmative action, reverse discrimination, and comparable worth are some of the concepts that many organizations employ to remedy discrimination when hiring the minorities and women. These concepts are different, and they relate differently to the problem of discrimination in the workplace, especially during hiring processes. In my view, these concepts of affirmative action, reverse discrimination, and comparable worth are appropriate forms of remedy in the workplace for various reasons.
Firstly, affirmative action policies enable organizations or institutions to engage actively in efforts to enhance and improve the opportunities of historically excluded groups such as the minorities and women in the workplace. Policies and programs of affirmative action aim to give equal opportunities for minority groups and women in the workplace. These concepts and programs of affirmative action are appropriate forms of remedy of discrimination in the workplace because they advocate the rights of these historically excluded groups. Additionally, affirmative action programs are more of a continual process than just admissions policies. Institutions and organizations reach out to offer financial aids to the underrepresented and historically excluded groups to boost them in their workplaces (Farina, 2010, p. 11). Moreover, affirmative action policies are a process of compensation for the periods of economic, social and racial oppression of these groups. By so doing, affirmative action focuses on the minority groups, women, and supports them effectively while hiring processes and in the workplaces.
Reverse discrimination concepts advocate policies that favor the minority groups and women. This concept is an appropriate remedy for the issue of discrimination against the minorities and women. It seeks to redress the social inequalities where these historically excluded groups have had less access to privileges enjoyed by the majority groups. By so doing, the concept intends to remove all the discrimination forms that the minority groups and the women already face. Appropriate implementation of reverse discrimination in the workplace seeks to compensate for the past injustices of the minorities and women while being fair to those people who suffer bypassing of their superior qualifications and capacities.
Lastly, the concept of comparable worth aims to solve inequities in wages between the majority and advantaged, and minorities and women by effective identification and elimination of gender or minority and majority beliefs in setting of wages (Killingsworth, 2002, p. 22). This concept is appropriate in solving discrimination against the women and minorities in terms of wages in the working places. Therefore, it gives both the historically advantaged and disadvantages equal wages based on their skills and capacities and not gender or majority-minority beliefs.
In my perspective, other methods that could be efficient to eliminate discrimination in the workplace include use of the law, the business case, government assistance and regulation and cultural change. Under the law, organizations can implement industrial regulations like workplace regulation acts or gender discrimination acts. Under the economic case, institutions and organizations can focus on identifying the economic efficiency of their workforce and eliminate discrimination against the historically disadvantaged women and minority groups in the workplace. Government assistance and regulation can enable organizations eliminate discrimination in the workplace by imposing policies to govern the organizations. Additionally, the governments can come up with departments to deal with discrimination issues in the workplace. Lastly, cultural change changes people’s views concerning discrimination by making them understand people should have equal opportunities and privileges.
References
Farina, K. M. (2010). When Does Discrimination "Occur?": The Supreme Court's Limitation on an Employee's Ability to Challenge Discriminatory Pay Under Title VII.
Killingsworth, M. R. (2002). Comparable Worth and Pay Equity: Recent Developments in the United States.
