An increasingly controversial area within the realm of governmental hiring policies lies in the distinction between the passive or colorblind approach to equal employment opportunity and the results-based orientation more commonly associated with affirmative action programs. A national survey of urban personnel managers revealed a marked tendency to prefer policies perceived 10 be less compensatory toward protected classes and more compatible with merit norms. The authors conclude that the EEO bias characteristic of most city officials coupled with the staffing and per- sonnel management philosophy of the Reagan Administration does not augur well for the future of affirmative action program implementation.
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