Affirmative Action–Or Not Thomas A. Timmerman, Ph.D., SPHR 2010.
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Transcript of Affirmative Action–Or Not Thomas A. Timmerman, Ph.D., SPHR 2010.
Affirmative Action–Or Not
Thomas A. Timmerman, Ph.D., SPHR • 2010
©SHRM 2010
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AA Fishing
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20% good fish $5/lb
30% mediocre fish $2/lb
50% worthless fish
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20% good fish $5/lb
30% mediocre fish $2/lb
50% worthless fish
Lake 2
AA Fishing
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Lake 1
Lake 3
Lake 2
AA Fishing
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Conclusions From the Fish Story
• We want good fish regardless of which lake they come from.
• If we concentrate on one lake only, we will eventually run out of good fish and have to settle for mediocre or bad fish.
• We are willing to spend money to pursue good fish in other lakes.
• It makes no sense to wait for the good fish in other lakes to swim to us.
• We won’t be satisfied with our catch from the smaller lakes until we catch them in proportion to their availability.
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Affirmative Action in Action
Affirmative Action’s First Victim> Ed Stevens
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Affirmative Action in Action
• Rickey wanted the most talented players regardless of where they came from.
• By concentrating on white players only, mediocre and bad players were filling out the rosters.
• The Dodgers spent money sending scouts into the Negro Leagues to find the most talented players.
• The Dodgers didn’t wait for African-American players to knock down the doors demanding equal treatment.
• Robinson was the first, but not the only, good fish landed by the Dodgers from the African-American pool.
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Bertrand and Mullainathan Study
• 5,000 resumes mailed for entry-level jobs in Boston and Chicago.
• Resumes designed to be a good fit or poor fit for job.
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• Resumes also designed to reflect gender of applicant.
Bertrand and Mullainathan Study
7.70%
8.60%
5.00%
6.00%
7.00%
8.00%
9.00%
10.00%
11.00%
% Receiving
Call Backs
Male Female
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Male
1. Brad, Jay,
Matthew, Todd
2. Tyrone, Leroy,
Jamal, Rasheed
Bertrand and Mullainathan Study
• One other name manipulation:
Female
1. Kristen, Laurie,
Meredith, Jill
2. Ebony, Lakisha,
Keisha, Latoya
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Bertrand and Mullainathan Study
10.10%
6.70%
5.00%
6.00%
7.00%
8.00%
9.00%
10.00%
11.00%
% Receiving
Call Backs
White African-American
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8.80%
11.31%
6.41%6.99%
5.00%
6.00%
7.00%
8.00%
9.00%
10.00%
11.00%
% Receiving
Call Backs
White African-American
Poor Fit Good Fit
Bertrand and Mullainathan Study
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Affirmative Action Summary
• The fish story demonstrated what affirmative action is really about. It’s about noticing underutilization and proactively addressing it.
• The baseball story demonstrated that affirmative action done well leads to better organizational performance.
• The Bertrand and Mullainathan study demonstrated that underutilization still happens, even across the labor market.
• So far in our discussion, the government hasn’t forced anyone to engage in affirmative action.
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What Is Affirmative Action?
• Attempt to ensure that the organization is attracting and selecting the best talent from every available source.
• Only mandated by law for:> Federal contractors and subcontractors with 50 or
more employees and contracts of at least $50,000.• Required by Executive Order 11246.
> Organizations found guilty of illegal discrimination.> For everyone else, it’s just a good idea.
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• Utilization analysis:> Are there any pools that are not being tapped?> Compare your workforce to the relevant labor force.
• Establish goals and timetables for tapping underutilized pools.> Goals should match availability in the relevant labor
force.> Timetables should consider anticipated growth and
typical turnover rates.
• Develop plans to reduce underutilization:> Recruit in nontraditional areas.> Examples….
What Is Affirmative Action?
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Recruiting in Nontraditional Areas
• SAS Institute, Inc.> Family-friendly work environment.
• Raytheon> Finding new untapped pools.
• Sempra Energy> Building social networks.
• Goldman Sachs> Educating women in underdeveloped nations.> LEAD program.
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• Utilization analysis:> Are there any pools that are not being tapped?> Compare your workforce to the relevant labor force.
• Establish goals and timetables for tapping underutilized pools:> Goals should match availability in the relevant labor
force.> Timetables should consider anticipated growth and
typical turnover rates.
• Develop plans to reduce underutilization:> Recruit in nontraditional areas.> Selection practices that reduce subjectivity.> Examples….
What Is Affirmative Action?
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• Changing Selection Practices> Home Depot:
• Changes driven by growth and class-action lawsuits.
• Job Preference Program (JPP) automated the selection process.
• Number of female managers increased by 30 percent.
• Number of minority managers increased by 28 percent.
Selection Practices that Reduce Subjectivity
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1. Utilization analysis:1. Are there any pools that are not being tapped?
2. Compare your workforce to the relevant labor force.
2. Establish goals and timetables for tapping underutilized pools:1. Goals should match availability in the relevant labor
force.
2. Timetables should consider anticipated growth and typical turnover rates.
3. Develop plans to reduce underutilization:1. Recruit in nontraditional areas.
2. Selection practices that reduce subjectivity.
4. Monitor progress.
What Is Affirmative Action?
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What Affirmative Action Is Not
• Not a government mandate for many employers.• Not reverse discrimination.
> Court rulings have placed limits on affirmative action programs:
• Affirmative action plans must be temporary.• The purpose must be to correct underutilization.• The plan may not completely ban the hiring/promotion of
majority members.• The plan may not cause the termination of majority members.• Preferences may only be given to qualified minority
members..
• Not quotas.> Specifically forbidden.
• Not diversity for the sake of diversity.> Evidence is not clear.
Wrap-Up
• What Affirmative Action IS:> An attempt by an organization to actively recruit and
select talented employees from traditionally undertapped pools.
• What Affirmative Action IS NOT:> A government mandate that forces organizations to
hire unqualified employees.
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