Taking a controversial approach with respect to reverse his termination in the workplace, this essay will prove persuasively argue that because these programs promote discrimination themselves barely defeatist, and ironically promote the same type of behavior that they seek to eradicate. We now turn to an overview of the reasons for affirmative action and then follow with a rebuttal against reverse discrimination in the work force.
As mentioned above, discrimination in the workforce affects different types of people from all walks of life. Women have faced historical discrimination for years and the Equal Pay Act (EPA) of 1963 was established to tackle the issues associated with wage-based discrimination. Due to the prevalence of sexism today, women still continue to earn less than their male counterparts. With respect to age, older workers face a variety of challenges in the labor force and the Age Discrimination in Employment Act (ADEA) of 1967 seeks to protect people who are 40 years of age and older from discrimination. Looking at people disabilities, the Americans with Disabilities Act (ADA) of 1990 sought to ensure the full employability of people disabilities in modern society. With respect to visible minorities in the United States, the US federal government began its attempts at combating discrimination in the early 1960s. During this period, President John F. Kennedy issued Executive Order 10925 to implement “affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin.” (The American Presidency Project, 2009). This was arguably the most important piece of legislation to pave the way for affirmative action in the United States.