Affirmative action policies are generally acceptable, but they cannot include racial quotas or numerical point systems. This is the current position of affirmative action in college admissions following the supreme court decisions.
Following the supreme court rulings in the two Michigan cases—one involving the undergraduate program at the University of Michigan and the other the law school is for federal contractors and subcontractors—covered employers are required to take affirmative action to hire and promote qualified minorities, women, people with disabilities, and covered veterans. Training initiatives, outreach campaigns, and other constructive measures are examples of affirmative action.
Employers must provide documentation of their affirmative action policies and metrics if they work with the government or receive any other federal monies. Under the Civil Rights Act of 1964, affirmative action is another remedy available when a judge determines that an employer engaged in discriminatory practices on purpose. Affirmative action's goal is to build a workforce that accurately reflects the demographics of the competent workforce that is available in the relevant labor market. It does this through establishing fair access to employment opportunities.
To learn more about University of Michigan, refer: brainly.com/question/27736197
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