Double Jeopardy: Why Some Women and Minorities Object to Affirmative Action Programs

There is now strong evidence to suggest that a significant percentage of women and minorities oppose current Affirmative Action policies. This dissatisfaction probably arises from an understanding of the treatment accorded to employees identified as part of an Affirmative Action effort. Affirmative Action often creates solos in organizations, who must then battle the disadvantages of high visibility and negative expectations associated with their group membership. However, confusion in the public about the process by which Affirmative Action operates may provide an even greater problem for the token employee. A token may be seen as incompetent and unqualified for his or her job, simply as a function of being labeled an Affirmative Action appointment. Several studies are described which explore this issue, and how the burden of being a solo or token might be alleviated.