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  • Affirmative Action Plan

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    Preferential treatment is the least popular and often illegal form of affirmative action, as it involves hiring a less qualified minority candidate over a more qualified non-minority candidate. Tiebreaker programs, which give preference to a minority candidate only if all other characteristics are equal, are also controversial and require organizations to justify their use to avoid claims of reverse discrimination. Simple elimination of discrimination and targeted recruitment are generally legal forms of affirmative action.

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    Affirmative Action Plan

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    Preferential treatment is the least popular and often illegal form of affirmative action, as it involves hiring a less qualified minority candidate over a more qualified non-minority candidate. Tiebreaker programs, which give preference to a minority candidate only if all other characteristics are equal, are also controversial and require organizations to justify their use to avoid claims of reverse discrimination. Simple elimination of discrimination and targeted recruitment are generally legal forms of affirmative action.

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    37 views1 page

    Affirmative Action Plan

    Uploaded by

    archana
    Preferential treatment is the least popular and often illegal form of affirmative action, as it involves hiring a less qualified minority candidate over a more qualified non-minority candidate. Tiebreaker programs, which give preference to a minority candidate only if all other characteristics are equal, are also controversial and require organizations to justify their use to avoid claims of reverse discrimination. Simple elimination of discrimination and targeted recruitment are generally legal forms of affirmative action.

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    © All Rights Reserved
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    Question 25

    Which affirmative Action Plan is the least popular even illegal in most cases?

    Simple elimination of discrimination

    Preferential treatment

    Targeted recruitment

    Tiebreaker

    Answer

    Tiebreaker

    In these programs, in the event that all different characteristics are equivalent, at that point inclination
    might be given to a minority candidate. Actually, these programs are not generally utilized and their
    utilization should be defended by associations. At the end of the day, associations need to have quite
    certain explanations behind why they are utilizing this kind of affirmative action, for example, past illegal
    discrimination. Something else, their utilization might be illegal and lead to switching discrimination.
    These programs are seen as less fair by employees

    Preferential treatment is also kind of illegal. This program includes hiring a less-qualified minority
    candidate. Solid programs of this sort are illegal by and large.

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