Posted on 06/16/2005 6:12:52 AM PDT by Alia
Preferences on the basis of race, ethnicity, and sex — a.k.a. “affirmative action” — are found principally in three areas: education (notably university admissions), contracting (like minority set-asides), and employment (both public and private). For a variety of reasons, employment preferences — particularly in the private sector — have proved harder to uncover than the others. This is too bad, because sunlight is the best disinfectant: If preferences are exposed, they will often be abandoned, because corporate general counsels know that they can get the company into legal hot-water, no matter how much the politically correct human-resources types push them.
It is true that the courts have let us all down by failing to interpret the civil rights laws so that they protect all Americans, of all skin colors, equally. While categorically forbidding discrimination against some (for instance, African Americans), the courts have allowed a degree of discrimination against other Americans (for instance, whites). This means that most discrimination, even of the politically correct variety, is still illegal.
Yet it goes on, partly because many who perpetrate it think they can get away with it, and partly because those being discriminated against are not sure what, if anything, they can do about it.
What is needed is a way for people to blow a whistle on this nonsense. To facilitate the whistleblowing, the Center for Equal Opportunity has added a new section to its website: www.affirmativeactionwatch.org. It is designed to help confront employers about illegal preferences.
What is needed is a way for people to blow a whistle on this nonsense. To facilitate the whistleblowing, the Center for Equal Opportunity has added a new section to its website: www.affirmativeactionwatch.org. It is designed to help confront employers about illegal preferences.
--read more at link for explanation how complaint/redress is handled.
(Excerpt) Read more at nationalreview.com ...
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