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AFFIRMATIVE ACTION BELONGS IN THE MILITARY

Affirmative action was established as part of society’s efforts to address continuing problems of discrimination; the empirical evidence of its history is indication of the impact affirmative action has had on remedying discrimination in the military and society. The fact that such discrimination lingers today is testimony to the ongoing need of affirmative action in the military. Affirmative action, in contrast to many people’s beliefs, does not promote “reverse discrimination” or create quotas for commands to adhere to. On the contrary, it gives minorities and women in the military the opportunity to have jobs and positions they are already qualified for. Affirmative action plans must always remain a part of the military for three very important reasons; it continues to reciprocate the milestone acts of the past which built the foundation for civil rights, to maintain policies ensuring qualified individuals get jobs based on merit, and in order to continue setting the example of diversity for civilian counterparts worldwide.

Although the name “affirmative action” has only been applied in recent times, there is a history of affirmative action milestones that have taken place in society and the military. This his

Diversity is one of the many positive side effects of affirmative action. As long as white males maintain domination of our communities and societies, they will remain uneducated and ignorant towards the skills that women and minorities offer. Affirmative action ensures the military is able to maintain a more diverse culture by guaranteeing opportunities in the soldier workforce for women and minorities (Cose 1). Through this diversification, soldiers and civilians become more educated and may hopefully one day have no need for affirmative action to protect the rights of women and minorities. The military’s approach ensures it has a wide pool of qualified candidates for every position, and as a result, has established itself as a prime example and one of the country’s most diverse organizations. Affirmative action sets no quotas for battalions or company’s to meet, so there are no limits to the potential number of qualified personnel (Estrich 1). This strategy in diversity allows for commands and senior officials to look at quantitative demographic data and question why so many minority and female soldiers are underrepresented. This approach allows for a system that is in turn a self-policing mechanism. As data comes in, commanders can take the necessary steps to rectify identified problems. An EOA can ensure that the military remains a diversified society by continuing to better its awareness and strengthen its resolve through continued education efforts.