Open AccessRelevant and current issues faced by American institutions of higher education as they attempt to design and implement affirmative action plans vis-à-vis admissions and faculty/staff hiring policies and practices
Author(s) -
Angel Wazin
Publication year - 2020
Publication title -
journal of underrepresented and minority progress
Language(s) - English
Resource type - Journals
eISSN - 2574-3481
pISSN - 2574-3465
DOI - 10.32674/jump.v3i2.1395
Subject(s) - affirmative action , diversity (politics) , ethnic group , argument (complex analysis) , inclusion (mineral) , institution , race (biology) , higher education , sociology , action (physics) , representation (politics) , wright , equal employment opportunity , cultural diversity , workforce , political science , law , public relations , social science , gender studies , engineering , medicine , physics , commission , systems engineering , quantum mechanics , politics
This article provides an overview of opposing perspectives on affirmative action and makes a case for affirmative action on the grounds of diversity and from the perspective of a necessity to remedy past discrimination (Hasnas, 2018; Wright & Garces, 2018; Kaplin & Lee, 2013). My argument employs Hurtado, Milem, Clayton-Pedersen, and Allen’s (2010) four (4) dimensions of educational programs and practices needed in assessing diversity in the institution: historical legacy of inclusion/exclusion of racial/ethnic groups; structural diversity regarding numerical representation ; the psychological climate of perceptions and attitudes ; and the behavioral climate dimension. Additionally, because the expressed consideration of race and gender in admissions and hiring processes have legal implications, I provide legal guidelines and precedents to mitigate litigation.