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1 Eugene Schlossberger,
2 Australian Public Service Commission, Unconscious Bias, APS Human Capital
Matters, Issue Paper 6 (2012) July, 3-8.
Meritocracy and affirmative action do not have mutually exclusive outcomes. Both processes
can achieve equality, if meritocracy is implemented, then issue of gender should not be an
issue beyond that of diversification. Thereby, if the intelligence of men and women are equal,
equality will be achieved by virtue of meritocracy as both genders are of equal merit. If the
strict legislation and regulation3 that regulates affirmative action is placed upon meritocratic
initiatives then the strength and fundamental value of such employment practices would lead
to diversity. While affirmative action will artificially try to achieve equality, merit will
observe merely qualifications and experience, gender will not be a factor. Affirmative action
pushes gender to the forefront of the hiring decisions. As asserted in the Stanford
Encyclopaedia of philosophy whereby The aims of real world affirmative action make race
and ethnicity (and sometimes gender) salient, not personal desert or merit.4 Suggesting that
what affirmative action hopes to eradicate which is discrimination ultimately may just cause
discrimination. This leads to the fact that affirmative action is a flawed process and must be
phased out of law.
bias,9 but it is wrong to propose that affirmative action procures the same rewards of
diversity.
There are two points to the diversification argument for affirmative action, how it creates
diversity, and what type of diversity it creates. Firstly, Affirmative action can create diversity
of genders in the workplace, as women enter more male dominated fields as evidenced by a
U.S. Census whereby the difference from 1970 to 2006-10 showed more representation in
professional fields of work.10 Interestingly there appears to be a lot of reports and articles
geared towards women entering executive and managerial roles, while no emphasis placed on
manual or trade work. If affirmative action intended to achieve the goal of diversity in the
workplace, it should be placed on all workplaces not those with just higher paying and
physically less intensive employment.
Nevertheless diversity is created in certain industries, however does diversity of gender
actually provide any benefit? Fundamentally diversity should yield benefits by providing new
perspectives, knowledge, and skills resulting in greater creativity and problem-solving
capacity.11 Additionally, ancillary effects such as relief from discrimination, harassment12 and
improved mental and physical health13 subsequently job satisfaction is experienced. A
dissenting argument for the effect gender diversity is that assuming the minority gender is
9 Leanne S. Son Hing et al. The Merit of Meritocracy (2011) 101(3) Journal of
Personality and Social Psychology 433, 444
10United States Census, Americas Changing Labor Force United States Census
Bureau <http://www.census.gov/how/pdf/EEO_infographic.pdf> Refer to
appendix 1
11 Taylor Cox and Stacy Blake, Managing cultural diversity: Implications for
organizational competitiveness (1991) Academy of Management Executive, 5(3),
45-6
taught in a similar method for example an undergraduate course, and they have essentially
have come from the same socio-economic background the diversity of skills and knowledge
will not be so grand to warrant affirmative action. This has been highlighted in a report,14
whereby it was found that there was negative correlation between gender diversity and group
performance. Further a study which seeked to prove that affirmative action created economic
efficiency through diversity concluded, there does not exist a strong basis for regarding
affirmative action as more or less efficient than meritocratic admissions.15 Suggesting that
diversity of genders do not actually reap the benefits of diversity, as there is no real diversity,
and that a comparatively simpler merit based process of selection is superior.
Affirmative action places in the highest regard gender. Affirmative action disregards the
knowledge and skill of potential employees which inturn ignores the benefits of meritocracy,
which, fundamentally employment must be based upon for equality to function.
Consequently, affirmative action is a flawed process, which is furthered by the measurements
chosen to determine successful programs, which are either too simplistic or simply have no
basis in quantitative reasoning. Thereby, if affirmative action seeks to establish a diversified,
12 Michalle Mor Barak and Amy Levin Outside the corporate mainstream and
excluded from the work community: A study of diversity, job satisfaction, and
well-being (2002) Community, Work & Family 5(2), 13357.
13 Lynda Sagrestano, Health implication of workplace diversity. In Margaret
Stockdale and Faye Crosby, The psychology and management of workplace
diversity (Malden: MA: Blackwell Publishing, 2004)12243
14 Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An
analysis of work group diversity, conflict, and performance. Administrative
Science Quarterly, 44(1), 1, 15. Refer to appendix 2
15 Steven N. Durlauf Affirmative action, meritocracy , and efficiency [2008]
(May) 7(2) Politics Philosophy Economics 131, 153
Appendix 1
Appendix 2
Fallacies:
17
Paragraph Diagram
Legend
Argument 1
Argument 2
Counter Argument
Rebut to Counter
Anybias will be
quashed bysimilar
implementa on of
legisla on that heavily
regulates affirma ve
ac on
Measurement of equality/
diversityis based on
employment quotas
There is no diversifica on
of skillsand knowledge
between sexes when
there is the same
educa on and up
bringing
The measurement of
effec venessis based on
equalityand diversity
With diversityif
gender new
perspec ve,
knowledge and
skills are brought
to the firm
Affirma ve Ac on is
inherentlyflawed
Diversity