Myth: |
Affirmative action is another name for quotas. |
Reality: |
Affirmative action requires the establishment of goals where either women or people of color are represented at less than availability within an affirmative action job group. Affirmative action regulations provide that goals serve as “targets reasonably attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work” and that goals “may not be rigid and inflexible quotas, which must be met.” Quotas may be imposed only by judicial order, and only as a last resort to redress a pattern of blatant discrimination. |
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Myth: |
Affirmative Action amounts to a form of “reverse discrimination.” |
Reality: |
This myth implies that women and minorities are inherently less qualified than white males. Affirmative action regulations specifically state that goals “do not provide … a justification to extend a preference to any individual, select an individual, or adversely affect an individual’s employment status, on the basis of that person’s race, color, religion, sex or national origin.” Affirmative action does mean taking affirmative steps to attract women and minorities for available employment opportunities and to ensure that candidates are evaluated fairly using non-biased job-related selection criteria. The fact that women and minorities continue to be represented at a level less than their availability in numbers of job groups refutes the notion that white men have been subject to “reverse discrimination.” |
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Myth: |
Affirmative Action rewards gender and race at the expense of merit. |
Reality: |
Affirmative action is intended to ensure that employers hire the most qualified people, including members of groups that previously have been subject to unlawful discrimination. The reality is that the best qualified candidates don’t always get hired. A number of studies have shown that there continues to be a bias that favors men over women and non-minorities over minorities. Affirmative action is intended to alert us to this so we can work to overcome the biases that have disadvantaged women and minorities in the past. |
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Myth: |
The pool of women and minorities in my field is so small that it is virtually impossible to effectively compete for the few who are available. |
Reality: |
There are some fields which women and minorities have not entered in large numbers. There are no major disciplines, however, in which women and minorities have not earned terminal degrees. Effective outreach and recruitment are important in helping us reach and attract women and minority candidates, particularly in fields in which there is limited availability. That outreach and recruitment should include networking with women and minorities in the field at other institutions, making efforts to be familiar with women and minorities in the academic pipeline, advertising in publications widely read by women and minorities or with women’s or minority special interest groups within professional or scholarly organizations, etc. A study related to the commonly held belief that institutions must engage in “bidding wars” to attract scholars of color found that contention to be a grossly overstated. Of the nearly 200 scholars of color who participated in that study, most of whom earned their Ph.D.s from highly prestigious research universities, only 11% were personally solicited by academic institutions and received more than one job offer. It is important that we take responsibility for aggressively searching for diverse candidates and ensure a selection process as free from bias as possible, and not excuse lack of progress on the basis of an assumed inability to compete for a limited number of minority scholars. |