Abstract
AbstractAttention is often focused on the economic and legal aspects of affirmative action rather than the policy's impact on its beneficiaries. The purpose of this article is to integrate the research findings on the effects of preferential treatment on women in organizations and to suggest solutions for some of the problems identified. First, the article explores the impact of preferential treatment on other people's perceptions of the female beneficiary and on the way the beneficiary views herself and the employing organization. Next, strategies for providing a supportive organizational environment for affirmative action beneficiaries are presented. The benefits that may result from implementing these strategies are also discussed.
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