Human Resource Management and the African American Worker. Research in Support of Proactive Affirmative Action Initiatives

Abstract

Perhaps no single event so captured the attention of African American human resource (HR) directors, managers, and specialists than the passage of the California initiative to repeal affirmative action programs at all state-supported institutions, beginning with the collegiate system. For many African American HR directors and managers, this was viewed as the beginning rumble of a political swell that is to erupt to slowly, methodically, take back America. As a result, today, more than ever before, those few African American HR directors and/or managers of major organizations are being asked to rethink their corporate position with regard to the need and usefulness of their proactive affirmative action programs. Although most astute practitioners in the HR field can espouse the virtue and philosophical reasons of maintaining such programs, most are far too busy with day-to-day operations to conduct an in-depth research or survey of the existing business environment to adequately prepare to support a positive decision. The question then arises, Is there any evidence to support an organization's use of training, development, and team-building initiatives among the African American labor pool and workforce with regard to increased organizational productivity, effectiveness, and efficiency? Although there appears to be very little research directed solely at the African American labor pool or workforce, there