Once upon a time, there were two people who went to an reference for only one(a) job position at the same company. The outgrowth person attended a prestigious and highly academician university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive tinct on the companys performance. The second person was on the button start out in the field and seemed to lack the in direct that was visible in his opponent. Who was chosen for the job? you ask. Well, if the story took devote before 1964, the effect would be obvious. However, with the somewhat recent espousal of the social policy known as affirmative action, the solution becomes unclear. After the United States Congress passed the Civil Rights Act in 1964, it became sp atomic number 18 that certain business traditions, such as length of service status and aptitude tests, prevented summation equality in employment. thence President, Lyndon B. Johnson, decided somet hing needed to be done to save these flaws. On September 24, 1965, he issued Executive Order #11246 at Howard University that needful federal contractors to take affirmative action to ensure that applicants are employed . . . without encounter to their race, creed, color, or national origin (Civil Rights).

When Lyndon Banes Johnson sign that order, he enacted one of the close discriminating pieces of legislature since the Jim line-shooting Laws were passed. Affirmative action was created in an apparent motion to do minorities leap the discriminative barriers that were ever so consecrate when the prick was f irst enacted, in 1965. At this time, the cou! ntry was in the evoke of comprehensive civil-rights demonstrations, and racial tension was at its peak. Most of the merged executive and managerial positions were occupied by white males, who controlled the hiring and lighting of employees. The... If you want to maturate a full essay, order it on our website:
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