Topic 8: Affirmative Action Flashcards
What is Affirmative Action (AA)?
Actions taken by employers to overcome discriminatory effects of past or current practices and promote equal employment opportunities.
Who benefits from Affirmative Action?
Historically disadvantaged groups, including women, Black/African Americans, Asians, Pacific Islanders, disabled persons, and veterans.
What was the purpose of Executive Order 8802 (1941)?
Issued by President Roosevelt, it mandated full participation in national defense programs regardless of race, creed, color, or national origin.
What was the significance of Executive Order 10925 (1961)?
Issued by President Kennedy, it introduced the term “affirmative action” and required federally funded projects to take active steps to eliminate bias.
How did Executive Order 11246 (1965) expand Affirmative Action?
Issued by President Johnson, it required federal contractors and subcontractors to include nondiscrimination clauses in contracts and take affirmative action in hiring.
What was the Philadelphia Plan (1969) and why was it significant?
Authorized by President Nixon, it required federal contractors to set specific goals and timetables to correct employment imbalances, leading to debates over quotas
What is the rationale for requiring Affirmative Action in federal contracts?
Since public funds are used, the government can require employment practices that support public policy goals of eliminating bias.
How does Affirmative Action enforcement differ from Title VII?
Unlike Title VII, AA allows the federal government to impose sanctions, suspend contracts, or bar non-complying contractors without lawsuits.
Why is Affirmative Action enforcement critical for certain industries?
Industries like defense (e.g., makers of rockets and tanks) rely on government contracts, making compliance essential.
What is Affirmative Action?
Action taken to insure that all protected classes can use the same public facilities as non-protected classes.
Any action taken by the government to ensure that all racial groups have the same employment rate across all industries regardless of training or qualifications
Any action taken by an employer to overcome discriminatory effects of past, or current, practices or policies which create barriers to equal employment opportunity
Any action taken by an employee and employer to overcome discriminatory effects of past, or current, practices or policies which create barriers to equal employment opportunity
Any action taken by an employer to overcome discriminatory effects of past, or current, practices or policies which create barriers to equal employment opportunity
The underlying principle of affirmative action is that those doing work for the government should be representative of the population.
What did Executive Order 8802, issued by President Franklin D. Roosevelt, entail?
It called for equality for protected classes in the workforce to ensure that all people would be able to prosper in the recovery of the Great Depression.
It called for all able Caucasian males between the ages of 18 and 35 to enlist and protect the country during World War II.
It declared that full participation in national defense programs by all U.S. citizens, regardless of race, creed, color, or national origin was federal government policy.
It banned segregated public facilities such as restrooms and eating areas.
It declared that full participation in national defense programs by all U.S. citizens, regardless of race, creed, color, or national origin was federal government policy.
The order set the policy that all persons should participate in employment opportunities in national defense.
On March 6, 1961, Kennedy signed Executive Order 10925, which mandated that managers of federally-funded projects “take affirmative action” to eliminate bias in employment practices. Which of the following statements is true?
This took the effort to eliminate employment discrimination from the passive to the active.
This put the burden of proof of discrimination on the employee or potential employee being discriminated against.
This took the effort to eliminate employment discrimination from the active to the passive.
This took the effort to eliminate employment discrimination from the employer to the employee.
This took the effort to eliminate employment discrimination from the passive to the active.
This order moved anti-discrimination efforts to active instead of passive.
What was President Nixon’s Philadelphia Plan?
A plan to ensure all protected classes had equal opportunities for advanced or higher education
A plan requiring contractors to establish specific goals and timetables for correcting imbalances in employment practices
A plan to first attempt to create workplace equality starting only in the city of Philadelphia
A plan that gave contractors guidelines to establish workplace equality, but didn’t require specific goals or timetables
A plan requiring contractors to establish specific goals and timetables for correcting imbalances in employment practices
The Philadelphia Plan required contractors to establish specific goals and timetables for correcting imbalances in employment practices.
True or False. While Title VII also applies to federal government contractors, AA provides for sanctions and enforcement by way of administrative action - which Title VII does not do.
True
The use of sanctions for noncompliance is the difference between Title VII and AA.
What does Executive Order 11246 require for federal contracts over $10,000?
Contractors must include a nondiscrimination clause and take affirmative action to ensure equal employment opportunities based on race, color, religion, sex, or national origin.
What employment areas must be covered under Executive Order 11246?
Hiring & recruitment
Promotions & transfers
Compensation & benefits
Training & apprenticeships
Layoffs & terminations
What must contractors do to ensure compliance with Executive Order 11246?
Post nondiscrimination notices in visible areas for employees and applicants.
How does the Rehabilitation Act of 1973 expand Affirmative Action?
It requires federal contractors and subcontractors with 50+ employees and $50,000+ contracts to take affirmative action to employ qualified individuals with disabilities.
What is the Vietnam Era Veteran Readjustment Assistance Act of 1974 (VEVRAA)?
A law requiring federal contractors with $100,000+ contracts to take affirmative action for veterans and give priority referral for employment openings.
What additional requirement does VEVRAA place on employers?
They must report the number of veteran employees.
What agency regulates and enforces Affirmative Action for federal contractors?
The Office of Federal Contract Compliance Programs (OFCCP) within the Department of Labor.
What are some key responsibilities of the OFCCP?
Conducts research on workforce demographics
Enforces AA compliance regulations
Requires employment reports and access to firm records
What are the reporting requirements for contracts over $50,000?
Contractors must prepare a written Affirmative Action plan within 120 days of the contract start date.
What must be included in solicitations or job notices under AA regulations?
A statement that all applicants will be considered equally, regardless of race, gender, or other protected characteristics.
How does the OFCCP ensure compliance with Affirmative Action?
It conducts audits to check if contractors are making good faith efforts to eliminate discrimination.
Executive Order 11246 requires that any federal contract for services with a value over __________ must include the standard nondiscrimination clause.
$10,000
$5,000
$15,000
$50,000
$10,000
The order sets $10,000 as the minumum. However, in today’s dollars it is hard to imagine a federal contract for less.
The Rehabilitation Act of 1973 requires federal contractors and subcontractors to:
Improve the environment to the extent of damages caused by the manufacturing process
Hire women at the same rate as men
Take affirmative action to employ qualified individuals with disabilities
Hire non-English speaking employees regardless of language barriers
Take affirmative action to employ qualified individuals with disabilities
From the text, “This act requires that contractors, including subcontractors, with fifty or more employees and contracts valued at $50,000 or more, must take “affirmative action to employ qualified individuals with disabilities.””
Amendments to The Vietnam Era Veteran Readjustment Assistance Act of 1974 require that federal contracts entered into after 1 December, ______, and worth more than _____________ require contractors and subcontractors to undertake AA for specified categories of veterans.
2003: $50,000
2003 : $100,000
2000 : $10,000
1995 : $50,000
2003 : $100,000
From the text, amendments to The Vietnam Era Veteran Readjustment Assistance Act of 1974 “require that federal contracts entered into after 1 December, 2003, and worth more than $100,000 require contractors and subcontractors to undertake AA for specified categories of veterans.”
AA regulations require that federal contracts worth over $50,000 must prepare a written AA plan within ______ days of the contract start date.
60
150
90
120
120
A written AA plan must be prepared within 120 days of the contract start date.
True or False. The Office of Federal Contract Compliance Programs (OFCCP) may not perform audits on contractors unless a discrimination claim is made.
False
The OFCCP may perform audits on contractors to see if the firms are engaged in good faith efforts to remove discrimination’s effects.
What is an Affirmative Action Plan (AAP)?
A formal plan required for government contractors that sets placement goals and timetables for hiring more women and minorities.
How does the Code of Federal Regulations describe an AAP?
As a management tool that encourages self-evaluation of employment decisions and compensation systems to ensure they are free of discrimination.
What are the three basic components of an AAP?
1) Reasonable self-analysis
2) Reasonable rationale for corrective action
3) Reasonable action to address imbalances
What is the goal of a reasonable self-analysis?
To determine whether employment practices exclude or disadvantage certain groups and identify reasons why.
What are two main approaches to workforce self-analysis?
1) Organizational display – A chart showing job positions with demographic data.
2) Workforce analysis – Ranking jobs by title and compensation, then analyzing demographics.
What is a job group analysis?
Grouping jobs by function and responsibility, then analyzing the demographic characteristics of employees in each group.
What is underutilization in Affirmative Action?
A discrepancy between the number of women and minorities employed in a position and the number qualified in the labor market.
What test does the Supreme Court use to assess underutilization?
The manifest imbalance test, which identifies substantial underrepresentation of a group.
How is underutilization different from Title VII discrimination?
It does not need to meet the standard of discrimination but must be significant enough to warrant corrective action.
What must contractors do if underutilization is found?
Set placement goals and timelines to correct the imbalance through good faith efforts, not quotas.
Are contractors required to hire unqualified candidates to meet AAP goals?
No, hiring and promotion decisions must still be based on qualifications.
How does the OFCCP evaluate a contractor’s compliance with AAP goals?
By assessing what extra efforts beyond regular business practices the contractor is making
What is an Affirmative Action plan?
A government contractor’s formal plan to build offices in more ethnically diverse locations around the United States
An informal plan set about in a working environment to encourage people to accept diversity and differences in the workplace
A government contractor’s formal plan establishing employment placement goals and timetables for hiring more women and minorities
A plan to have the same number of minorities in the workplace as Caucasian males
A government contractor’s formal plan establishing employment placement goals and timetables for hiring more women and minorities
The goal is to reach out to underrepresented groups, not to hire unqualified persons to meet a class quota.
Which of the following is not a basic requirement of an AA plan?
Reasonable action
Reasonable rationale for taking corrective action
Reasonable amount of time before taking action
Reasonable self-analysis
Reasonable amount of time before taking action
An AA plan must contain three basic requirements: (1) reasonable self-analysis; (2) reasonable rationale for taking corrective action; and (3) reasonable action.
What is a “reasonable self-analysis” as it pertains to an AA plan?
A review of every single employee’s perceptions of equality in the workplace
An analysis of how many new employees will need to be hired in the coming fiscal year
A review of individual employees’ self-esteem
A review of what the contractor’s workforce looks like
A review of what the contractor’s workforce looks like
While no mandated form is required, EEOC guidelines suggest that the “objective of self-analysis is to determine whether employment practices do, or tend to, exclude, disadvantage, restrict, or result in adverse impact or disparate treatment of previously excluded or restricted groups, or leave uncorrected the effects of prior discrimination, and if so, to determine why.”
___________ is the discrepancy between women and minorities in a particular position as a function of how many qualified women and minorities exist in the constituent market.
Disparate treatment
Underutilization
Disparate impact
Overutilization
Underutilization
Underutilization is defined as “the discrepancy between women and minorities in a particular position and how many qualified women and minorities exist in the constituent market.”
If a contractor determines underutilization is occurring, it must:
Fire majority employees until the balance has been brought back
Report the finding to the EEOC immediately
Report the finding to the OFCCP immediately
Take a reasonable action to remedy the imbalance
Take a reasonable action to remedy the imbalance
From the text, “If a contractor determines underutilization is occurring, it must take reasonable action to remedy the imbalance in the form of goals and time frames.”
What actions can the Department of Labor (DOL) take against contractors violating anti-discrimination laws?
Cancel contracts or debar contractors from bidding
Request the Attorney General to seek equitable relief
Recommend EEOC judicial action under Title VII
Pursue criminal penalties for fraud
Publish names of offending contractors
How do most contractors handle affirmative action concerns?
They typically resolve concerns before the Department of Labor takes formal action.
What is judicial affirmative action?
A court-ordered affirmative action plan imposed as a remedy for entrenched discrimination.
What is a consent decree in affirmative action cases?
A court-approved settlement where parties agree to implement an affirmative action plan.
When are judicial AA plans typically imposed?
In severe discrimination cases where past court orders or coaxing have failed.
What was the ruling in Local 28, Sheet Metal Workers v. EEOC?
After 18 years of non-compliance, the Supreme Court upheld a court-imposed AA plan requiring a 29% non-White membership goal.
When does the obligation to comply with a judicially-imposed AA plan end?
Once the discriminatory problem has been fully addressed.
Why should private employers adopt voluntary AA plans?
To prevent liability under Title VII and correct past discrimination effects.
When has the Supreme Court supported voluntary AA plans?
When they are based on a reasonable self-analysis and address manifest racial imbalances.
What must support a voluntary affirmative action plan?
A reasonable self-analysis showing past discrimination or workforce imbalance.
What steps can the Department of Labor take against contractors that don’t follow Affirmative Action guidelines?
Cancel contracts
Debar a contractor from bidding on future contracts
Ask the attorney general to seek equitable relief
All of the above
All of the above
From the text, “The Department of Labor may cancel a contract or debar a contractor from participating in bidding for future contracts. Additionally, the DOL may ask the attorney general to seek equitable relief to enforce orders.”
In a private lawsuit, one of the remedies a court may impose to correct imbalances in hiring practices is known as:
Forced affirmative action
Judicial affirmative action
Coerced affirmative action
Executive affirmative action
Judicial affirmative action
Affirmative action may be applied in the private sector either voluntarily or as part of a remedy following a private lawsuit.
The duty to comply with imposed AA plans:
Evaporates once the problem has been addressed
Lasts until a federal judge has seen at least five years of compliance
Applies for one year from the sentencing date
Cannot be removed from a company once it is set in place
Evaporates once the problem has been addressed
From the text, “The duty to comply with imposed AA plans evaporates once the problem has been addressed.”
Best practices indicate that a large private employer should adopt a:
go green initiative plan
political affiliation plan
alternative action plan
voluntary affirmative action plan
voluntary affirmative action plan
From the text, “Best practices indicate that a large private employer should adopt a voluntary affirmative action plan as a preventative measure against liability under Title VII.”
The adoption of a voluntary affirmative action plan must be supported by a(n):
Majority of the company investors
Legitimate fear of discriminatory practices
Executive court order to do so
Reasonable self-analysis
Reasonable self-analysis
From the text, “The adoption of a voluntary plan must be supported by a reasonable self-analysis.”
What does Affirmative Action (AA) allow employers to do?
Employers may set placement goals to increase representation of underrepresented groups but cannot use rigid quotas or hire less qualified individuals.
What does Executive Order 11246 say about AA preferences?
Placement goals cannot justify hiring or promoting based solely on race, color, religion, sex, or national origin.
When may an employer legally prefer a particular race or gender?
When there is a serious imbalance or a long history of bias in the workplace.
What is reverse discrimination?
Disparate treatment of majority group members due to preferential employment policies designed to correct past discrimination.
What was the issue in Regents of the University of California v. Bakke (1978)?
A strict 16% quota for minority medical school applicants was ruled unlawful because it unfairly disadvantaged White applicants.
What happened in Ricci v. DeStefano (2009)?
New Haven discarded a valid firefighter exam after White candidates scored higher. The Supreme Court ruled this violated Title VII as an impermissible race-conscious action.
What did Schuette v. Coalition to Defend AA (2014) decide?
The Supreme Court upheld Michigan’s Proposal 2, banning race- and gender-based preferences in public education, contracting, and employment.
How does AA apply to the workforce?
Only about 20% of the workforce is affected, and AA is meant to remedy past imbalances, not maintain a status quo.
How must AA programs be structured to avoid reverse discrimination?
Temporary in nature
Limited in duration and scope
Not a quota system
When can private employers use race and gender in hiring?
If there is a historical manifest imbalance and the effort is temporary and non-quota-based (United Steelworkers v. Weber (1979); Johnson v. Santa Clara County (1987)).
How can human resource professionals avoid reverse discrimination issues?
Ensure hiring and promotion criteria are validated, transparent, and not altered after assessment.
Which of the following are approved methods for utilizing affirmative action plans?
Reserved positions for protected classes
Reserved positions for those who are less qualified
Placement goals for underrepresented classes
Quotas for hiring protected classes
Placement goals for underrepresented classes
The law allows for a firm to set a placement goal in employment practices for underrepresented groups.
True or False. An employer is entitled to set a preference for a particular race or gender where there is a serious imbalance or a long history of bias.
True
The employer cannot, however, use rigid quotas or reserved positions.
Affirmative action may be used to remedy _________ and not to maintain _________.
Past imbalances : the status quo
Discrimination : inefficiency
The status quo : past imbalances
Inefficiency : discrimination
Past imbalances : the status quo
From the text, “AA may only be used to remedy past imbalances and not to maintain the status quo.”
_______ includes an emphasis on recruiting or promoting qualified individuals from a class that may have been or is underrepresented.
Reverse discrimination
Affirmative action
Reasonable action
OFCCP
Affirmative action
From the text, “Affirmative Action includes an emphasis on recruiting or promoting qualified individuals from a class which may have been or is underrepresented.”
The phrase “reverse discrimination” is a misnomer because:
It is a descriptive synonym
It’s a term people use but don’t understand
It describes exactly what it is
Discrimination is discrimination when it is directed at anyone
Discrimination is discrimination when it is directed at anyone
From the text, “The phrase “reverse discrimination” is a misnomer because discrimination is discrimination when it is directed at anyone because of a protected class characteristic.”
Which of the following is not a historically disadvantaged group?
Veterans
Caucasians
Pacific islanders
Women
Caucasians
From the text, “The focus of AA is to assist historically disadvantaged groups in employment, which include, women, African Americans, Asians, Pacific Islanders, disabled persons, and veterans.”
President Kennedy in 1961 introduced the term ___________ for the concept of redressing the effects of persistent discriminatory employment practices in spite of civil rights laws and constitutional guarantees.
Affirmative Action
Racial Inequalities
Employment prejudice
Racial discrimination
Affirmative Action
From the text, “President Kennedy in 1961 introduced the term “affirmative action” (AA) for the concept of redressing the effects of persistent discriminatory employment practices in spite of civil rights laws and constitutional guarantees.”
President Johnson issued Executive Order 11246, which required that _________ have a nondiscrimination clause in contracts and abide by its terms.
Both public and private contractors and subcontractors
Contractors and subcontractors working for private businesses
Only federal contractors receiving over $100,000 in payments from federal monies
Contractors and subcontractors working with the federal government
Contractors and subcontractors working with the federal government
From the text, “President Johnson issued Executive Order 11246, which required that contractors and their subcontractors doing business with the federal government have a nondiscrimination clause in contracts and abide by its terms.”
True or False. Without having to file lawsuits, the federal government may suspend or cancel contracts with contractors that are not in compliance with (AA) or debar them from bidding on future government contracts.
True
This is very important, because makers of rockets or tanks must rely on selling to the government, as there are few other buyers for these products.
The Rehabilitation Act of 1973 requires that contractors, including subcontractors, with _______ or more employees and contracts valued at ________ or more must take “affirmative action to employ qualified individuals with disabilities.
10 : $10,000
50 : $10,000
50 : $50,000
15 : $15,000
50 : $50,000
From the text, “This act requires that contractors, including subcontractors, with fifty or more employees and contracts valued at $50,000 or more must take “affirmative action to employ qualified individuals with disabilities.””
Regulation of Affirmative Action is overseen by:
EEOC
VEVRAA
AACP
OFCCP
OFCCP
The Office of Federal Contract Compliance Programs (OFCCP) within the Department of Labor oversees regulation of AA.
Which of the following is not included as a protected group in a federal contractor’s mandatory nondiscrimination clause?
Affinity orientation
Color
Sex
Religion
Affinity orientation
Affinity Orientation is not covered under the federal contractor nondiscrimination clause
OFCCP regulations require that for contracts over $________, the contractor must prepare a written AA plan within 120 days of the contract start date.
$75,000
$50,000
$100,000
$10,000
$50,000
From the text, “The OFCCP requires that contractors provide detailed information and reports regarding employment practices and employee composition, and mandates that the OFCCP be provided access to firm records during an investigation. Additionally, the regulations require that for contracts over $50,000, the contractor must prepare a written AA plan within 120 days of the contract start date.”
Which of the following is a basic AA plan requirement?
Reasonable-self analysis
Reasonable rationale for taking corrective action
Reasonable action
All of the Above
All of the Above
An AA plan must contain three basic requirements:
Reasonable self-analysis
Reasonable rationale for taking corrective action
Reasonable action
What are the two main approaches to preparing an organizational profile?
Organizational analysis or standard structured chart
System of deliverables or workforce analysis
Flow charts or system of deliverables
Organizational display or workforce analysis
Organizational display or workforce analysis
From the text, “There are two main approaches to preparing a profile: an organizational display or a workforce analysis.”
What is a job group analysis?
Grouping jobs based on the greatest amount of minority disparate treatment
Grouping minorities and seeing which jobs most commonly support the groups and searching to understand why only these jobs are being filled
Grouping jobs within an organization by function, responsibilities, and potential, and then rendering an analysis on the characteristics of each employee in the job group
Grouping jobs based on how important they are to the continued operations of the business and deciding which positions can be eliminated
Grouping jobs within an organization by function, responsibilities, and potential, and then rendering an analysis on the characteristics of each employee in the job group
From the text, “Job group analysis is a procedure involving grouping jobs within an organization by function, responsibilities, and potential and then rendering an analysis on the characteristics of each employee in the job group. The EEOC has established a standard set of job groups that may assist employers in this task.”
True or False. There is no precise method for determining underutilization.
True
From the text, “There is no precise method for determining underutilization, but the Supreme Court uses the “manifest imbalance” test, which implies a substantial underrepresentation.”
If a federal contractor is not following AA regulations, the Department of Labor can do all of the following except:
Debar contractors from bidding on future contracts
Cancel the contract
Require a certain number of minorities be hired by a certain date
Publish the names of offending contractors
Require a certain number of minorities be hired by a certain date
From the text, “The Department of Labor may cancel a contract or debar a contractor from participating in bidding for future contracts. Additionally, the DOL may ask the attorney general to seek equitable relief to enforce orders, seek that the department of justice pursue criminal penalties where fraud is involved, publish the names of offending contractors, and/or recommend to the EEOC that judicial proceedings be commenced under Title VII.”
What is Judicial Affirmative Action?
Affirmative action applied to government offices
Affirmative action applied to private parties in discrimination lawsuits
Affirmative action set in place to ensure the judicial system has enough ethnic diversity
Affirmative action applied to federal contractors
Affirmative action applied to private parties in discrimination lawsuits
From the text, “When private parties in a discrimination lawsuit end up in court, one of the remedies which may be applied is known as judicial affirmative action.”
What action did the courts take in the Sheet metal workers v. EEOC case?
Imposed an AA plan in which 50 percent of nonwhite workers obtain membership while excluding new white memberships until a corrective balance has been made
Imposed an AA plan remedy upon the union which required a fund be set up, and other action taken, to assist in reaching the goal of 29 percent nonwhite membership in the union
Banned the formal metal workers union because of discrimination
Required the leadership of the sheet metal workers union be fired based on its discriminatory behavior
Imposed an AA plan remedy upon the union which required a fund be set up, and other action taken, to assist in reaching the goal of 29 percent nonwhite membership in the union
The courts “imposed an AA plan remedy upon the union which required a fund be set up, and other action taken, to assist in reaching the goal of 29 percent nonwhite membership in the union.”
What is reverse discrimination?
When a workplace seems to be in perfect harmony with little to no discrimination complaints
Opening doors for all types of people instead of limiting or excluding certain protected classes
When an employee alleges disparate treatment under Title VII in cases where an employer, subject to an AA plan preference, impermissibly considers race and gender in an employment practice in favor of another
Overtreating a minority group in a working situation until its members feel uncomfortable
When an employee alleges disparate treatment under Title VII in cases where an employer, subject to an AA plan preference, impermissibly considers race and gender in an employment practice in favor of another
Reverse discrimination is “when an employee alleges disparate treatment under Title VII in cases where an employer, subject to an AA plan preference, impermissibly considers race and gender in an employment practice in favor of another.”
In the Regents of the University of California v. Bakke (Bakke) case, a white medical school applicant challenged the University of California at Davis’ policy of setting aside 16% of admission spots for “disadvantaged” minority applicants who could also compete in the standard applicant pool. Mr. Bakke was qualified to be admitted, and argued that the strict 16% standard was an impermissible quota and unfair. Which of the following is correct?
The Supreme Court agreed that the AA method used by the university was unlawful, as it gave an unwarranted advantage to minority applicants.
The Supreme Court held that the AA methods were legal and that Mr. Bakke did not have a viable case.
The Supreme Court held that Bakke did not have a case because the University of California was a private institution, thus it did not have to abide by the stringent rules public universities had to.
The Supreme Court held that because the set aside pool of minority applicants was under 20%, it was not enough to be a discriminatory portion.
The Supreme Court agreed that the AA method used by the university was unlawful, as it gave an unwarranted advantage to minority applicants.
From the text, “The Supreme Court agreed that the AA method used by the university was unlawful, as it gave an unwarranted advantage to minority applicants.”
Which of the following does AA prohibit?
Preferences
Placement goals
Preferences and placement goals
Quotas
Quotas
Affirmative action prohibits quotas. No employer is ever required to hire an underqualified employee.
True or False. Affirmative action applies to the majority of the workforce.
False. Affirmative action applies to only about 20 percent of the workforce.
