@Tony Xu 1980: In Fullilove v. Klutznick, the Supreme Court upheld a congressionally- enacted 10 percent minority business set-aside of federal funds for state and local public works. In the ruling, the Court stressed the remedial nature of the set-aside, with Chief Justice Burger writing that the program "was designed to ensure that ... grantees ... would not employ procurement practices that Congress had decided might result in perpetuation of the effects of prior discrimination which had impaired or foreclosed access by minority business to public contracting opportunities."
@Tony Xu but you can't say I don't think you are going to gradduate, sorry no admission. You have to judge admission on its own merit,no forward inference. Fact : most students do graduate. After admission, school has the obligation and the "incentive" to see them through the program. Low retention rate or graduation rate is mostly due to transfer out, not necessarily failing
United Steelworkers of America v. Weber involved a new in-plant training program for workers at a Louisiana plant that had hired few minorities in skilled positions. The employer and the union had agreed that 50 percent of the positions in the training program would go to African American employees and 50 percent to whites. Within each group, positions would be filled on the basis of seniority, meaning some junior African Americans would be admitted ahead of more senior whites.
In rejecting the claims of a white employee that the program violated Title VII of the 1964 Civil Rights Act, the Court said the law allowed affirmative action by private parties "to eliminate traditional patterns of racial segregation". One test of lawfulness was whether the program "unduly" trampled on the interests of white workers. The Court held that the plan passed the test because it did not require firing any white workers, nor did it create an "absolute bar" to white advancement. The plan was also permissible because it was "a temporary measure; it [was] not intended to maintain racial balance, but simply to eliminate a manifest racial imbalance."
President Lyndon B. Johnson issued E.O. 11246, requiring all government contractors and subcontractors to take affirmative action to expand job opportunities for minorities. Established Office of Federal Contract Compliance (OFCC) in the Department of Labor to administer the order. This order was amended in 1967 requiring to make good-faith efforts to expand employment opportunities for women and minorities.
