Once upon a time, there were two people who went to an hearing for lonesome(prenominal) one job position at the same company. The scratch line person attended a prestigious and highly schoolman university, had years of work experience in the field and, in the mind of the employer, had the potential to make a positive hold in upon on the companys performance. The second person was just starting turn up in the field and seemed to lack the ambition that was visible in his opponent. Who was chosen for the job? you ask. Well, if the story took place before 1964, the event would be obvious. However, with the somewhat recent adoption of the social damages policy known as approving action, the answer becomes unclear. after(prenominal) the United States relation passed the Civil Rights Act in 1964, it became presumable that certain pedigree traditions, such as seniority position and aptitude tests, prevented totality equality in employment. Then President, Lyndon B. Johnson , trenchant something needed to be done to remedy these flaws. On family 24, 1965, he issued executive director Order #11246 at Howard University that require federal contractors to take affirmative action to ensure that applicants be employed . . . without regard to their race, creed, color, or national origin.
When Lyndon Banes Johnson signed that order, he enacted one of the most slap-up pieces of legislature since the Jim Crow Laws were passed. assentient action was created in an effort to garter minorities leap the judicial barriers that were ever so present when the burden was first enacted, in 1965. At this time, the country was in the energise of nationwide civil-rights de monstrations, and racial tension was at its ! peak. Most of the embodied executive and managerial positions were occupied by white males, who controlled the hiring and fervour of employees. The U.S. government, If you want to outsmart a full essay, order it on our website: OrderEssay.net
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