Perceptions of Affirmative Action: Why does it matter?
University of Texas, M. D. Anderson Cancer Center MisconceptionsDespite its logical rationale, affirmative action is still surrounded with controversy and wide debate... Many organizations in the United States are implementing affirmative action programs and policies to bolster the representation of women and minorities in the workplace. Despite its logical rationale, affirmative action is still surrounded with controversy and wide debate, much of which can be attributed to competing perceptions and interpretations. For example, many believe that affirmative action programs are quota-driven policies that single out minorities and women for special treatment. Others believe that it leads to "reverse discrimination." Still others feel that it places more emphasis on race and gender than job-related qualifications. The truth is that quotas are illegal! Affirmative action is designed to eliminate preferential hiring, ensure that job qualifications are a topmost consideration and that all forms of discrimination, including "reverse discrimination," are outlawed (Civil Rights Act Title VII). The problems with perceptions...perceptions about affirmative action programs can indirectly impact employee morale... Employee perceptions directly impact the validity of diversity-related interventions, such as training programs and workforce development plans. Because many of these programs account for affirmative action goals, it is important that employees understand the full scope of the affirmative action program. In addition, perceptions about affirmative action programs can indirectly impact employee morale. For example, research shows that negative perceptions about affirmative action programs are related to lower job satisfaction, organizational commitment and intent to remain with a company (Graves and Powell, 1994). Overall, increased emphasis should be placed on what influences people's reactions to affirmative action programs. Below are some insights. What motivates negative reactions?Frame of reference...African Americans... [as a] group is not the major beneficiary of affirmative action... What do you think of when you hear the words "affirmative action?" African Americans? Media coverage of high profile court cases (e.g., The Regents of the University of California v. Bakke, 1978) has framed affirmation action programs as preferential treatment for African Americans, so most assume that the major beneficiaries are African Americans. In reality this group is not the major beneficiary of affirmative action, women are! A biased frame of reference (e.g. preferential treatment for certain groups) creates a context in which affirmative action programs are interpreted and organizational questionnaires are designed. Recipient group...programs directed toward women have higher levels of support than those directed toward African Americans... Many questionnaires single out African Americans as the primary recipient group. This can be dangerous, because reactions toward affirmative action change depending on the group named as the beneficiary. Research reveals that there is more resistance to affirmative action when African Americans are believed to be the targeted group (Murrell, Dietz-Uhler, Dovidio, Gaertner, and Drout, 1994). Also, people perceive affirmative action for African Americans as more threatening than identical policies for women (Eberhardt & Fiske, 1994). So not surprisingly, programs directed toward women have higher levels of support than those directed toward African Americans (Steeh and Krysan, 1996). One explanation for these distinctions is that there is greater social stratification by race than there is for gender. For example, when Caucasians were asked about their perceptions toward affirmative action, they made a distinction between minorities and African Americans, explaining why there are higher levels of support for programs that improve the social and economic position of all minorities rather than African Americans alone (Steeh and Krysan, 1996). In general, attitudes toward affirmative action are negatively skewed when test items name African Americans as the only beneficiaries of the program. Policy differencesAnother variable that influences reactions toward affirmative action is the policy type. For example, affirmative action consists of a range of policies, from community outreach to recruitment planning and training. Research finds that non-minorities show greater levels of support for economic and social aid to minorities, such as job training and educational assistance, because these types of initiatives are equal opportunity goals, rather than those that promote economic benefits for certain groups (Steeh and Krysan, 1996). Essence of affirmative actionThe true essence of affirmative action entails strategic efforts to promote equal employment opportunity, workplace inclusion and economic equality through a collection of proactive policies, such as inclusive recruitment procedures and collaborative partnerships with minority professional organizations and schools. When these efforts are successful, they help to widen the applicant pool and encourage increased work participation of underrepresented women and minorities. This represents the core of affirmative action. The bottom lineOne can expect higher levels of support for affirmative action programs when questionnaires specify that programs will target all minorities... When questionnaires or other measures assessing attitudes toward affirmative action are worded without framing it as "preferences" and naming specific beneficiaries, responses may be more reflective and precise. One can expect higher levels of support for affirmative action programs when questionnaires specify that programs will target all minorities, including women, emphasize job training and educational assistance, and exclude the words "preference" and "quotas." Lastly, replacing the words "affirmative action" with policy-driven content information will not only enhance the validity of the organizational assessment, but will also increase the program's effectiveness. When affirmative action is considered as a measure to build a richness of diversity into the fabric of an organization, reactions may be more favorable. ConclusionAs the workforce becomes increasingly diverse, affirmative action will continue to play an important role in management decision-making. It is important that diversity and human resource practitioners recognize that the assessment of attitudes toward such programs is critical if these programs are going to be put into practice effectively and justly. Once employees fully understand the scope of the plan, they will more readily buy into the program, ultimately impacting its success.
Adeola Oduwole References
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