Quotas, preferential treatment, and handouts–all words used during a news show where the special topic was affirmative action. Only this special guest did not get to debate its fierce opponents. Instead, like many other similar segments, it ended with a negative view of affirmative action and left the viewers with half-truths and gross misinformation. No one there was the voice of truth for affirmative action. The only defender of affirmative action was an interviewer whose ignorance of the regulations further perpetuated the prevailing misconceptions.

Unfortunately, executives, directors, and managers of companies form opinions based on these misconceptions only to decrease the importance of affirmative action’s role in building a balanced workforce. Workforce balance is the true picture of affirmative action. If you can envision an organization whose employees are a reflection of the community in which it operates, you have painted a picture of a well-balanced company. In fact, Federal regulations specifically state, “Placement goals may not be rigid and inflexible quotas, which must be met, nor are they to be considered as either a ceiling or a floor for the employment of particular groups. Quotas are expressly forbidden.” §60-2.16(e)(1)

Every company should have some representation of different racial, ethnic, and religious backgrounds. These differences keep companies from becoming stagnant, bland, and ultimately losing their competitive edge. The argument for achieving a truly balanced workforce goes far beyond the bottom line. Simply put, having an employer who is genuinely concerned about equal opportunity will boost employee morale, increase productivity, and reduce turnover, while fostering a positive image as an employer of choice.

The best way to remove the roadblock of resistance against affirmative action is to increase the understanding of the regulations by using the concept of workforce balance. The overall idea is more likely to be accepted, although it serves the same purpose as affirmative action, because it does not carry any negative connotations.

Even if you are not required to have a written affirmative action plan, workforce balance also works for developing diversity initiatives. HR professionals can architect a balanced workforce through affirmative action analyses and reporting tools–even for diversity efforts. The journey to reposition affirmative action as a beneficial program to measure equal opportunity is surely a long one. Because hiring a good publicist for affirmative action is probably out of the question, it may be up to HR professionals to educate the public – one employer at a time.