Attributes of a Successful

Order Booker

Call quality – The Missing

Link

Affirmative Action Dealing with Tough/ New customer

Objection Handling

4. Selling Skills

5. Introduction to DOB KPI’s

Affirmative Action Definition

A policy or program providing advantages for people of a

minority group who are seen to have traditionally been
discriminated against, with the aim of creating a more
egalitarian society through preferential access to
education, employment, health care, social welfare
‫کـــرـواـئـی = ‪Affirmative Action‬‬
‫ار‬ ‫مثبت‬
History

The actual phrase “affirmative action” was first used in President John F.
Kennedy's 1961.
Other equal protection laws passed to make discrimination illegal were the
1964 Civil Rights Act
1965, Executive Order 11246 enforces Affirmative Action for the first time
In 1967, Johnson expanded the Executive Order to include affirmative action
requirements to benefit women
1980 – Affirmative Action is hotly debated
What led to the creation of Affirmative Action?

 For the majority of the twentieth century, racial and ethnic groups and women were
discriminated against.

 The only jobs offered to minority groups, such as African Americans, Hispanics and
women, were low paying.

 Although it wasn’t written, women were overall not allowed to hold high position jobs.
Women were forced to hold true to society’s stereotype: cooking, cleaning, and
conceiving.

 The adds in the paper were split in to a male section and a female section. In the female
section, only part time jobs were offered since it was assumed women wouldn’t have time
to hold a real job because of all their house chores they were responsible for.

 Regardless of the amount of education an employee had, their wages were determined
by their race. If a white man had no college education and a black man attended a worthy
university, the white man would still be paid a higher salary.
Purposes of Affirmative Action

Plan for Women and Minorities

Protect Women and Minorities from unlawful discrimination - both intentional
and Audit HR practices : recruitment, selection, promotion, compensation,
discipline, termination, etc.
Demonstrate “Good Faith Efforts”
Anuoshah part
Affirmative Action Postures

Weak STRONG

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 Arguments against Affirmative actions

 It is unfair - discrimination on the basis of race or gender is wrong, no matter how good the intentions.

 It is ineffective and insulting to minority groups, as it may be implied that they could not get into college or get a good job
without extra help.

 It increases racial, ethnic tensions and may actually increase racism in society.

 It destroys the idea of a meritocracy and instead puts race as the dominant factor in admissions and hiring procedures. The
best people for the position should be put there, regardless of race.

 People given a position purely because of affirmative action often are not qualified, are not fully ready for the task. Not only is
this not good for the university/company, but it is also not good for these students/workers as well because it lowers self-
esteem.

 Simply having people of different races or ethnicities in the workplace/university does not necessarily mean diversity of
opinion. People with the same skin color are not necessarily the same in opinion or even culture

 Affirmative action is reverse discrimination. The past discrimination against certain minority groups does not justify present
discrimination against non-minorities. All people are equal under the law

 Looking at international labour laws, maternity leave is finally and thankfully given due importance. But paternity leave is a
classic case of reverse discrimination, where we see the gender gap tilting in favor of the woman.
Pakistani version against Affirmative actions

Some of employers in Pakistan take equal employment and affirmative

action (AA) as a western idea not applicable to Pakistani society.

Popular opinion is to think of EEO and AA as an additional expenditure that

does not contribute to organizational productivity and competitiveness.

With short-term monetary targets as the top most priority, a typical Pakistani
employer fails to understand that EEO will contribute to cost effective
decision-making and efficient management.

Thus major challenge of equal employment opportunity is not legislation but

implementation which requires a proper monitoring from the unions and the
governments itself
In Pakistan

The quota system in Pakistan was established to give every region of the country representation in
institutions according to their population, The Civil Service of Pakistan selects only 7.5% of the
applicants by merit, education, qualification and experience.

There is quota system in Pakistan in admission to universities and colleges where a certain number of
places are reserved a priori to applicants who have completed their pre-university studies rural and
undeveloped regions of the country. Candidates with low grades (marks or GPA) may qualify for
admission to Medical college and Engineering college if they were from rural areas

In 2014, a notification issued by Pakistan Medical and Dental Council (PMDC) created a storm of
controversy among the medical students of Pakistan. According to notification, 2014-15 admissions
would be held on quota system rather than open merit i.e. 50% seats in medical colleges of Pakistan
were reserved for girls and 50% for boys
Conclusion by Anuoshah
Thank you