The commission failed to realize that there are thousands of white males who are not the purveyors of discrimination, but are punished because of those who do discriminate. For example, the Northern Natural Gas Company of Omaha, Nebraska, was forced by the government to release sixty-five white male workers to make room for minority employees in 1977 (Nebraska Advisory Committee 40). Five major Omaha corporations reported that the number of white managers fell twenty-five percent in 1969 due to restrictions put on them when Affirmative Action was adopted (27). This is contrary to the goals of an average business. An average business executive has one goal: maximize profits. In order to reach this goal, a business executive would naturally hire the most competent man or woman for the job, whether they were black or white or any other race. Why would a business man intentionally cause his business to lose money by hiring a poorly qualified worker? Affirmative Action forces an employer who needs to meet a quota, established by the government, to hire the minority, without any regard to who is more qualified. In order to explain why Affirmative Action policies fail, one must examine what other sister programs should have done to further minority advancement. Should Affirmative Action programs force people to hire unqualified minorities? The credentials, character, and qualifications of a minority has always been a question. Does a business hire an unqualified individual for a position? Definitely not, but Affirmative Action programs should cause the American society to re-evaluate how it accesses qualifications and how it measures merit. In 1971, “the Supreme Court confronted the impact of testing in Griggs verus Duke Power Company (Hacker 129).” The company had kept black employees in lower level jobs, arguing that their “test scores showed they were not qualified for better positions (130).” The court rejected this explanation, “ruling that employers who hired and promoted on the basis of tests had to show that those exams in face provided good forecasts of how an individual is to perform (130).” However, test results do still display some bias, a business is still entitled to hire people who will best benefit its balance sheet (129). For instance, “sales and clerical jobs are the two key occupations in stores, accounting for the largest number of proportion of employees (Cousens 83).” “Women clearly dominate the clerical industry everywhere (83).” “These jobs are also the most visible in that individuals are in closest contact with customers; a fact which has traditionally deterred employers from hiring nonwhites for these categories (84).” Of course, personality plays a major role and more formal criteria hold sway. Increasingly, “credentials like degrees and diplomas are expected to have someone’s name considered (Hacker 129).” Employers should choose the better alternative of inaugurating programs to qualify more minori

Some topics in this essay:
Affirmative Action, Company Hacker, Board Education, College Board, Jack Hartog, Twenty Plan, Rights Law, affirmative action, Naval Academy, Jeb Bush, Action Florida, civil rights, preferential treatment, action programs, action policies, affirmative action policies, affirmative action programs, american society, academic credentials, versus board education, moral issues, graduation rates, top twenty, talented twenty plan, top twenty percent,