Affirmative action, unintentional racial biases, and intergroup relations

Abstract

This paper examines whether affirmative action is still needed, investigates why it may be needed in terms of contemporary racial attitudes, and considers ways of reducing intergroup conflict and tension surrounding this issue. Although the nature of contemporary bias is more subtle than traditional forms, this unintentional bias can produce barriers to the employment and advancement of well-qualified members of historically disadvantaged groups, as well as resistance to affirmative action. Nevertheless, affirmative action policies may address contemporary biases more effectively than passive equal employment opportunity policies because they emphasize outcomes rather than intentions, provide unambiguous standards of behavior, and establish monitoring systems that insure accountability. Strategies for improving intergroup relations and reducing intergroup conflict associated with this issue are considered.