September 3, 2012
Critique of ADA and Affirmative Action Paper
Discrimination within the place of work has been a concern for a long time now. Despite the fact that the Civil Rights Act of 1964 prohibits companies from showing favoritism to employees on account of their sex, age, race, and disability. Various employers continue to demonstrate this style of performance through the hiring procedure. American Disabilities Act also known as ADA was another organization put into effect after Affirmative Action. ADA is designed to defend and protect those individuals with disabilities. Both Affirmative Action and ADA were designed to create and uphold equality within the workplace. In this paper I will Compare the two, explain how they were developed and why they were developed. I will also explain who started this movement. Lastly I will list the pros and cons of these movements and discuss the way they have helped the cause. Comparing ADA and Affirmative Action
The rationale of affirmative action is to endorse equivalent chances for all. Lyndon B. Johnson (President) endorsed the administrative order in 1965 which made it obligatory for companies to abide by affirmative action and to veto hiring on the basis of religion, race, and nationalized basis. A few years later in 1968, sexual characteristics were added to the list for anti-discrimination. Affirmative action is frequently implemented in command and educational situations to make certain that alternative groups are incorporated in all aspects. The logic behind affirmative action is that it helps right the wrongs from the past to the present prejudice and maltreatment by the ruling class of an ethnicity. The American Disabilities Act (ADA) was signed by George H.W. Bush (President) in 1990. The ADA projected rationale was to defend those with disabilities from favoritism in transport, employ, communiqué, and diverse educational...