by U.S. Dept. of Justice, National Institute of Justice in [Washington, D.C.] .
Written in English
|Statement||compiled by Bill Brousseau, Carol Klein ; edited by Nancy Arnesen ; National Criminal Justice Reference Service.|
|Contributions||Klein, Carol, 1954- joint author., Arnesen, Nancy., National Criminal Justice Reference Service (U.S.), National Institute of Justice (U.S.), Aspen Systems Corporation.|
|LC Classifications||HV8143 .B76|
|The Physical Object|
|Pagination||vii, 49 p. ;|
|Number of Pages||49|
|LC Control Number||80602931|
for criminal justice agencies, however, additional prohibitions barring discrimination were written into the omnibus crime control and safe streets act. based on this act, the leaa equal employment opportunity programs require that the makeup of the population served must be reflected in the equal employment opportunity efforts of a grantee. Affirmative action in the criminal justice system by National Criminal Justice Reference Service (U.S.)., , Dept. of Justice, Law Enforcement Assistance Administration, National Institute of Law Enforcement and Criminal Justice: for sale by the Supt. of Pages: Data were obtained through (1) document review (equal opportunity documents, official reports, etc.) (2) information requests to criminal justice agencies, (3) agency questionnaires requesting employment information by year, (4) workshops, (5) interviews with criminal justice representatives, and (6) field visits to the target cities. In , the Equal Employment Opportunity Act extended the Civil Rights Act to prohibit race, gender, religious, and national origin discrimination in public employment. The U.S. Justice Department and individual citizens sued police departments.
The book, however, goes beyond where affirmative action may be technically required and considers more generally the impact of affirmative action in setting norms and sta! ndards of practice throughout the workplace. In keeping with the goals of this project, The Realities of Affirmative Action in Employment was produced with an assiduous 4/4(1). Now government required the development of a written affirmative action program: “to ensure that equal opportunity is provided in all aspects of their employment and “expanded efforts in outreach, recruitment, training, and other areas are some of the affirmative steps contractors can take to help members of the protected groups compete for Reviews: Federal regulations and state laws requiring affirmative action and non-discrimination: Definitions related to affirmative action. Affected groups; Affirmative action program. Affirmative action plan. Disabled veteran. Persons with disabilities. Underutilization. Affirmative action is trotted out as a rhetorical tool to end conversations about racial inequality, generally in the form of the—“but what about affirmative action?”—question, but the empirical reality is that all U.S. institutions, in the arenas of education and employment, remain deeply racially stratified and by: 3.
equal employment opportunity, affirmative action and HUMAN RESOURCE ManagementS ROLE Human Resource Management's role is critically important in terms of the equal opportunity for employment and specifically in regards to affirmative action in the hiring process as well as in other areas of relations with employees of the organization. Policy Statement. Duke University prohibits discrimination and harassment, and provides equal employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, . Equal Employment Opportunity, Affirmative Action and Anti-discrimination Policies and Procedures. Equal opportunity and a bias-free environment are necessary for the fair and effective operations of the courts. The New Jersey Judiciary has taken specific actions to make sure that anyone who comes in contact with the court system is treated. Affirmative action was first created from Executive Order , which was signed by President John F. Kennedy on 6 March and required that government employers "not discriminate against any employee or applicant for employment because of race, creed, color, or national origin" and "take affirmative action to ensure that applicants are.