The removal of affirmative action "boosts " shows that American colleges no longer view minorities as requiring help to make them equal with whites. In essence, this proposition ultimately leads to true racial equality by creating a color-blind process. (Source H).
Workplace affirmative action has decreased in recent years but it still exists, giving minorities unfair and often unnecessary advantages in the hiring process and in day-to-day operations. Positions such as "Chief Diversity Officer " are present in most large companies, and are in place to ensure that a blend of ethnically different people are employed. These executives often seek out minority workers who may be under qualified and take the position of a more qualified white worker. While it may be important that a collage of views and backgrounds are incorporated in some businesses, diversity officers can potentially compromise the production of a company by placing under qualified candidates in positions that require skilled and well-trained employees. .
The originating principles of affirmative action were just and pure, being based on overcoming racial discrimination that was prevalent in the late 1960s. This eventually evolved into unnecessary boosts that rewarded minority students in spite of low grades. These boosts often do not help the minority student in the long run as Source C points out, stating, "Some minority students who get into a top school with the help of affirmative action might actually be better served by attending a less elite institution to which they could gain admission with less of a boost or no boost at all. " The removal of these boosts and benefits presented to minorities might encourage some to take their schoolwork more seriously and actively compete for acceptance into top-tier colleges.
Gaining admission into elite and highly ranked colleges should be a challenge that requires extraordinary effort.
