Myth: Affirmative action denies jobs to the most qualified.
Fact: All recipients of affirmative action are qualified by definition.
Summary
Affirmative action doesn't require a company to hire the local
percentage of women and minorities, qualified or not. The program
determines the percentage of qualified women and minorities
available to a company, then sets flexible goals, to be reached
in good faith. As a result, numerous studies show that minorities
who land their jobs through affirmative action are not less qualified
than their colleagues.
Argument
Critics of affirmative action often evoke images of qualified
white males being denied jobs so that lesser qualified women and
minorities might have them, all in the name of racial and gender
fairness. But this is one of the worst myths about affirmative
action.
Affirmative action works by determining what percentage of qualified
women and minorities are available to a company, and then setting
a goal for hiring that percentage. For example, suppose a minority
makes up 30 percent of the local population, but only 15 percent
are qualified for the company's jobs. The goal for the company
is 15 percent, not 30 percent. And if the company makes
a good-faith effort to reach this goal but fails, then it incurs
no legal penalty -- the goal is simply reset for the next year,
and the next, and the next, if need be. The courts step in with
quotas only in the case of blatant discrimination against clearly
qualified minorities.
Seen in this light, it is really quite difficult to criticize
affirmative action, because not meeting a goal suggests that the
company is discriminating against qualified people from one group
in favor of qualified people from another group. A company shouldn't
care about the ethnic background of its employees as long as they're
qualified; indeed, intelligent companies will recognize that it
expands their talent pool. This is the reason why major companies
like IBM have openly declared their support for affirmative action;
they realize they are not being forced to hire less qualified
individuals. On the contrary, it's good for the bottom line.
If this is how affirmative action works in principle, how does
it work in practice? Is there any evidence that affirmative action
is forcing companies to hire less qualified individuals?
Both sides of this debate can trade anecdotes, but an in-depth
study of this issue was conducted in 1995 by Pratkanis and Turner.
They found little evidence to suggest that affirmative action
recipients are less qualified than their colleagues. (1)
Two field studies of manufacturing and police organizations did
not find any drop in organizational performance after implementing
affirmative action. (2)
Formal work evaluations of minorities in companies using affirmative
action are not significantly lower than their white colleagues.
(3)
And some companies have reported unexpected positive benefits
from hiring a diverse workforce. (4)
Nor does affirmative action lead to widespread reverse discrimination
claims by whites. A 1995 U.S. Department of Labor study found
that whites filed only 3,000 reverse discrimination cases that
year, and almost all of them were found to be without merit. Fewer
than 100 cases actually involved reverse discrimination, and only
in six cases could the claims be substantiated. (5)
The claim that affirmative action forces companies to hire less
qualified people both reflects and reinforces a cruel stereotype
about women and minorities -- and a false one, since the benefactors
are qualified by definition.
Return to Overview
Endnotes:
1. A. R. Pratkanis & M. E. Turner, The proactive removal
of discriminatory barriers: Affirmative action as effective help
(1995). Manuscript submitted for publication. Reported in Faye
Crosby, Audrey Murrell, John Dovidio, Rupert Nacoste, Anthony
Pratkanis, Janet Helms, "Affirmative Action: Who Benefits?",
a briefing paper of the American Psychological Association, Society
for the Psychological Study of Social Issues, Society for the
Psychological Study of Ethnic Minority Issues.
2. "Affirmative Action: Who Benefits?"
3. Ibid.
4. Ibid.
5. R. Wilson, Affirmative Action: Yesterday, Today, and Beyond
(Washington, DC: American Council on Education, May, 1995).