Since the Civil Rights Act of 1964 was unable to promote equality for minorities, a mandate for affirmative action was passed in 1965. The legislation was passed in order to ensure equality for minorities “in areas of employment, education, and business” (Stanford Encyclopedia of Philosophy, 2009). The benefit for minorities would be preferential selection because they have been historically excluded on the basis of race, gender, or ethnicity. This preferential selection generates so much controversy, but does affirmative action really promote equal opportunities for minorities?
Currently, there are rules governing affirmative action, however, it seems more like a philosophy than legislation that can consistently be enforced. There are many advocates who argue that is a fair mandate because of past injustices that have held minorities back from reaching their full potential. Thomas Negal, author and philosopher, argued that preferential hiring justifiably makes up for past wrongs (Negal, 1973).
However, the other side views it as reverse discrimination. “When “the employers and the schools favor women and blacks,” objected Lisa Newton, they commit the same injustice perpetrated by Jim Crow discrimination.” (Newton 1973, 310).
Historically, white upper class men have had more opportunities to become educated, work at professional jobs, live in the best neighborhoods, and achieve wealth. Past discrimination and injustices on minorities do carry weight in the present. It is like a coming out from underneath a mountain and still having to climb to the top. Many white men never felt that weight even if they did come from little or no means. It would still be less difficult for them to attain status because they didn't experience limitations imposed by discrimination.
