Opponents Mis-Characterize Affirmative Action

Affirmative Action refers to positive steps aimed at increasing the inclusion of historically excluded groups in employment, education and business. 

ARE AFFIRMATIVE ACTION GOALS INTENDED TO ACHIEVE PROPORTIONAL REPRESENTATION OR EQUAL RESULTS?
Not at all. Numerical goals do not create guarantees for specific groups or preferences, nor are they designed to achieve proportional representation or equal results.

DOES AFFIRMATIVE ACTION REQUIRE EMPLOYERS TO HIRE OR PROMOTE WOMEN OR MINORITIES ON THE BASIS OF RACE OR SEX?
Absolutely not. No requirement exists that any specific position be filled by a person of a particular race, gender or ethnicity. By casting a wider net and recruiting a diverse pool of qualified individuals, an affirmative action employer eliminates preferences and levels the playing field for all. The essence of affirmative action is opportunity.

DOES AFFIRMATIVE ACTION CONFLICT WITH THE PRINCIPLES OF MERIT?
No. In seeking to achieve its goals, an employer is never required to hire a person who does not have the qualifications needed to perform the job successfully. Affirmative action prevents discrimination; it does not cause it.

SHOULD GOALS BE TREATED AS A CEILING OR A FLOOR?
Neither. The law does not require that contractors treat goals as either a ceiling or a floor for the employment of particular groups.

ISN'T AFFIRMATIVE ACTION ONLY A RACE ISSUE?
No. Affirmative Action programs benefit women, persons with disabilities and veterans as well.

Affirmative Action is preventive, proactive and inclusive.

Affirmative Action removes preferences and other barriers.

Affirmative Action evens the playing field and promotes true equality in the workplace.