Key Aspects of Affirmative Action Policies

Why This Matters

Affirmative action sits at the intersection of some of the most contested questions in Ethnic Studies: How do we remedy historical discrimination? What does "equality" actually mean—treating everyone the same, or accounting for systemic disadvantage? When you study these policies, you're really studying how the U.S. has wrestled with structural racism, institutional power, and competing visions of justice over six decades. The legal battles, executive orders, and theoretical critiques all reveal deeper tensions about whether race-conscious policies perpetuate or dismantle racial categories.

You're being tested on more than dates and case names. Exams will ask you to analyze how different approaches to affirmative action reflect different theories of racial justice—from colorblind liberalism to critical race theory. You'll need to understand the difference between quotas, goals, and holistic review, and why courts have treated them differently. Don't just memorize the timeline—know what concept each policy or case illustrates about power, identity, and institutional change.

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The Legal Foundation: Executive Action and Legislation

The federal government first addressed employment discrimination through executive orders and landmark legislation. These tools established the legal infrastructure that made affirmative action possible—and contestable.

Executive Order 10925 (1961)

• First use of "affirmative action"—President Kennedy required federal contractors to take proactive steps, not just avoid discrimination
• Shifted from passive nondiscrimination to active inclusion, marking a philosophical turning point in civil rights enforcement
• Required reporting and accountability, establishing that good intentions weren't enough—contractors had to document their efforts

Civil Rights Act of 1964

• Prohibited discrimination based on race, color, religion, sex, or national origin in employment, education, and public accommodations—the broadest civil rights legislation since Reconstruction
• Created the Equal Employment Opportunity Commission (EEOC) to investigate complaints and enforce compliance
• Provided the statutory foundation for affirmative action, though the Act itself doesn't mandate race-conscious remedies—that tension fuels ongoing debate

Executive Order 11246 (1965)

• Expanded Kennedy's order under President Johnson, requiring federal contractors to develop written affirmative action plans
• Mandated proactive recruitment and promotion of minorities and women—not just equal treatment of applicants who showed up
• Established Office of Federal Contract Compliance to monitor implementation, creating ongoing federal oversight

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Implementation Models: From Goals to Quotas

How do you actually do affirmative action? Different implementation strategies emerged, each with distinct implications for how we understand race, merit, and institutional responsibility.

Philadelphia Plan (1969)

• First program to set numerical hiring goals and timetables—the Nixon administration targeted the construction industry's exclusion of Black workers
• Required contractors to demonstrate "good faith efforts" toward specific minority hiring percentages, creating measurable accountability
• Became the template for goal-based affirmative action across industries, distinguishing flexible "goals" from rigid "quotas"

Diversity in Higher Education and Workplace Initiatives

• Shifted focus from remedying past discrimination to achieving future benefits—diversity framed as valuable for everyone, not just underrepresented groups
• Encompasses recruitment, retention, mentorship, and promotion programs designed to create inclusive institutional cultures
• Responds to critiques of affirmative action by emphasizing broad educational and economic benefits rather than compensatory justice

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The Courts Weigh In: Defining Constitutional Limits

Supreme Court cases have shaped what forms of affirmative action survive legal challenge. The key distinction: race can be a factor, but not the determining factor.

Regents of the University of California v. Bakke (1978)

• Struck down racial quotas (UC Davis reserved 16 of 100 medical school seats for minorities) as unconstitutional under the Equal Protection Clause
• Preserved diversity as a "compelling interest"—Justice Powell's opinion allowed race as one factor among many in admissions
• Established the "individualized consideration" standard that would guide affirmative action jurisprudence for decades

Grutter v. Bollinger (2003)

• Upheld University of Michigan Law School's holistic review process, confirming that race-conscious admissions can survive strict scrutiny
• Endorsed the educational benefits of diversity—not just remedying past discrimination—as sufficient justification
• Suggested a 25-year horizon, with Justice O'Connor expressing hope that race-conscious admissions would no longer be necessary by 2028

Fisher v. University of Texas (2013 and 2016)

• Required universities to prove no race-neutral alternatives could achieve their diversity goals—raised the burden of justification
• Upheld UT's policy in 2016 after the university demonstrated its holistic approach was narrowly tailored
• Signaled growing judicial skepticism while still preserving some space for race-conscious admissions

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The End of an Era: Recent Challenges

The legal and political landscape has shifted dramatically, with recent cases effectively ending race-conscious admissions in higher education.

Students for Fair Admissions v. Harvard (2023)

• Effectively ended race-conscious admissions at colleges and universities—the Court ruled Harvard and UNC's policies violated the Equal Protection Clause
• Rejected the diversity rationale that had sustained affirmative action since Bakke, finding it too amorphous to justify racial classifications
• Asian American plaintiffs argued they faced discrimination, complicating narratives about who benefits from and who is harmed by race-conscious policies

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Critical Perspectives: Theoretical Debates

Affirmative action has generated significant scholarly critique from multiple ideological directions. Understanding these debates helps you analyze policies rather than just describe them.

Mismatch Theory

• Claims affirmative action harms intended beneficiaries by placing students in institutions where they're academically underprepared relative to peers
• Points to graduation rates and academic performance as evidence, though critics argue the theory ignores structural factors and selection effects
• Reflects broader debates about "fit" vs. "access"—whether opportunity means getting in or being set up to succeed

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Quick Reference Table

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Self-Check Questions

1. Compare and contrast Executive Order 10925 and Executive Order 11246. What did the later order require that the earlier one didn't, and why does that distinction matter for understanding affirmative action's evolution?

2. Which two Supreme Court cases both upheld race-conscious admissions but relied on different primary justifications? What shifted between them?

3. If an FRQ asked you to explain why the Supreme Court distinguished between "quotas" and "goals," which cases and policies would you reference, and what's the constitutional difference?

4. How does mismatch theory challenge the diversity rationale for affirmative action? What assumptions does each perspective make about what "success" means for underrepresented students?

5. Trace the arc from Bakke (1978) to SFFA v. Harvard (2023). What remained consistent in the Court's reasoning, and what fundamentally changed?