The results of the secret ballot on the Teaching Tolerance exercise are as follows:
RED - 6
YELLOW - 4
BLACK - 2 So, the Red family earns 2 bonus points for this exercise.
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EXTRA CREDIT OPPORTUNITIES:
There are actually TWO upcoming programs that are pertinent to this class, so you may earn 3 extra credit points for each program by attending EITHER ONE or BOTH and posting a couple paragraph reflection as a comment on this blog post. These programs are:
I. Diversity Matters: Race and Politics (an open discussion) Anna Todd Wofford Center, Thursday (11/13) at 7PM. Free Food. Contact Sammie Clowney for further info.
II. "Plugged-In" on Affirmative Action, Tuesday (11/18) from 11-12 in Olin 114. Contact Millicent Lann for further info.
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2 comments:
In regards to the “Plugged-In” presentation by Jennifer Culverius, although she spent only a short period of time on Affirmative Action, I thought that she brought out some important points to keep in mind. The first was that it only applies, in the employment context, to federal contractors and subcontractors (with contracts of $50,000 or more). This is significant to remember because so many believe that Affirmative Action is instituted in all places of business. In the private sector, anti-discrimination laws are supposed to serve as a barrier against employment discrimination, but Affirmative Action is only implemented if the company is so inclined. Also, in to counter the fear that unqualified minorities are hired above qualified candidates she said that all people are in a protected class.
I also interested in what she said about how Affirmative Action is carried out realistically. She explained that federal contractors are required to “engage in self-analysis to discover barriers to equal employment opportunity”. This is done on a “good faith” basis, and what usually happens is that the company compares their workforce to census data of who is available in the area using a computer program. This helps employers to reconcile areas where they are underutilizing minorities when they are available in the surrounding area. Their goal is to get their workforce to look most like what is available in the community. One example she gave as an option through which to accomplish this was to advertise the job at a historically black college.
Ok, Jessica O. I also appreciated what she said about the rights of whites to sue if they were clearly discriminated against in the hiring or promotion process. I believe a lot of white people probably believe the EEOC is just for minorities.
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