Understanding attitudes toward affirmative action (AA) is important because it plays a critical role in the successful implementation of AA and hence diversity in organizations. The field of public sector human resource management (HRM) places a good deal of attention on diversity, equity, inclusion, and accessibility (DEIA). The legal tool of affirmative action remains an important tool for achieving DEIA. This study examines gender, race, and sector differences as predictors of gender- and race-based support for AA in the workplace. Using data from the 2000 to 2018 General Social Survey (GSS), this article finds that Blacks and other persons of color offer more support than White men for race-based and gender-based AA. In addition, women offer more support than men for gender-based affirmative action, but only in the private sector. Overall, public sector employees do not support race- or gender-based AA programs more than their private sector counterparts.

中文翻译：

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支持工作场所平权行动：性别、种族和部门差异

了解对平权行动 (AA) 的态度非常重要，因为它对于成功实施 AA 以及组织的多样性起着至关重要的作用。公共部门人力资源管理（HRM）领域非常关注多样性、公平性、包容性和可及性（DEIA）。平权行动的法律工具仍然是实现 DEIA 的重要工具。本研究考察了性别、种族和部门差异，作为工作场所基于性别和种族的 AA 支持的预测因素。本文使用 2000 年至 2018 年综合社会调查 (GSS) 的数据发现，黑人和其他有色人种比白人男性更支持基于种族和性别的 AA。此外，女性比男性对基于性别的平权行动提供更多支持，但仅限于私营部门。总体而言，公共部门员工并不比私营部门员工更支持基于种族或性别的 AA 计划。