Essay Sample on Affirmative Action Planning

Introduction

Affirmative action plan is a tool that the management uses to bring equal job opportunities for all those who have applied for the job and the existing employees (Arcidiacono & Lovenheim, 2016). It is indeed an essential tool in any sector of management including the government. There are six misconception that I used to know of about the affirmative action plan. One, affirmative action is no longer needed because the society we live in is post racial. Two, it gives positions and opportunities to those who aren't qualified. Three, it is in a way a form reverse discrimination. Five, it doesn't work and finally is that affirmative action is race based and nothing else. Contrary to the reality it is apparent that the opposite is true. Affirmative action plan is one of the most dependable tools an organization or the government can ever have. It has no considerations neither does it have biasness.

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Succession planning refers to a process for developing and identifying new incoming leaders that can do a replacement of old leaders they leave, retire or even die. Action planning is crucial here in that as an effective tool it facilities the process so that there is an increase of employees who are experienced and capable of delivering that are ready to assume the roles as they are made available. Affirmative action planning requires compliance to those who uses it, compliance requires that there is on the job development training opportunities and participate in the training programs (Jain and Horwitz, 2015). Succession process requires that a list of legal and ethical considerations be followed. You must not publish job postings that give preference to race, colour and related aspects; it is important that questions asked during recruitment as you plan for succession are not illegal during any stage of the process. Succession planning requires that transparency should be at the utmost be given a priority and that no favouritism even as new leaders or employers set to come in for the success of any organization or government office.

Lack of diversity and inclusion often leads to failing to attract diverse talents that are needed for the growth of any organization. The research shows that those companies with more diverse teams outperform the others. Diverseness and inclusion can brought by establishing a sense of belonging for each person, leadership should be empathetic and making sure that diversity and inclusion is ongoing not one off training. Succession. Succession planning from the point of vie of the organization is that risk assessment and minimizing risks through compensation that is appropriate will be inevitable (Bendickson & Taylor, 2018)

Reference

Arcidiacono, P., & Lovenheim, M. (2016). Affirmative action and the quality-fit trade-off. Journal of Economic Literature, 54(1), 3-51.

Jain, H. C., Sloane, P., & Horwitz, F. (2015). Employment Equity and Affirmative Action: An International Comparison: An International Comparison. Routledge.

Bendickson, J., Gur, F. A., & Taylor, E. C. (2018). Reducing environmental uncertainty: How high performance work systems moderate the resource dependencefirm performance relationship. Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l'Administration, 35(2), 252-264.