Nowadays you hear the word diversity everywhere. Because there is so much discussion surrounding diversity, I felt the need to do a series on diversity. Mainly because many people don’t know the history of Diversity, Equality, Inclusion (DEI), what DEI looks like in practice, and the benefits of it.
I want to start at the beginning, kinda. In many instances DEI is a replacement for or updated version of Equal Employment Opportunity (EEO), which some people call Affirmative Action. Affirmative Action became law because of Presidents John K. Kennedy and Lyndon B. Johnson.
On March 6, 1961, President Kennedy issued Executive Order 10925, which included a provision that government contractors “take affirmative action to ensure that applicants are employed, and employees are treated during employment, without regard to their race, creed, color, or national origin.” The intent of this executive order was to affirm the government’s commitment to equal opportunity for all qualified persons, and to take positive action to strengthen efforts to realize true equal opportunity for all.
On September 24, 1965, President Lyndon B. Johnson issued Executive Order 11246, prohibiting employment discrimination based on race, color, religion, and national origin by those organizations receiving federal contracts and subcontracts. In 1967, President Johnson amended the order to include sex on the list of attributes. Executive Order11246 also requires federal contractors to take affirmative action to promote the full realization of equal opportunity for women and minorities. The Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, religion, sex or national origin. It also prohibits discrimination in public accommodations and federally funded programs.
Many people in the United States equate Affirmative Action with a quota system. The executive orders of 1961 and 1965 and the Civil Rights Act of 1964 do not mention quotas. The executive orders and Civil Rights Act of 1964 speak, “to affirm the government’s commitment to equal opportunity for all qualified persons, and to take positive action to strengthen efforts to realize true equal opportunity for all”.
Companies, colleges, and other organizations have totally misinterpreted Executive Orders 10925 and 11246 and the Civil Rights Act of 1964. There is a difference between taking an affirmative or positive action in employment and a quota system.
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Organizational Fitness 