ABSTRACT
The United States has pursued a more diverse workforce—first, through an emphasis on equal opportunity and, later, through affirmative action (AA) policies. Proponents of AA argue that remnants of race, ethnicity, and gender discrimination remain in hiring, promotion, and retention decisions in the public, private, and nonprofit sectors of this nation. To opponents, however, AA can constitute reverse discrimination that is not needed, precisely because of the progress made to date in the antidiscrimination area. Interestingly, the perceptions of discriminatory treatment at work varied by group, but this time with Asian and African American workers reporting higher levels of perceived discrimination. Although the majority of empirical research demonstrates the positive impact of AA policies on educational and employment opportunities for minorities and women. The preceding review of prior public opinion, educational, employment, and discrimination research suggests that despite the gains achieved by women and minorities since the early 1960s, the challenges of eradicating discrimination in the workplace remain.
