Abigail Adams University has done a self audit and identified a conspicuous racial imbalance in that 85% of their department chairs and deans are White men.They voluntarily institute a plan that mandates that future selections of department chairs and deans will be on a 1 to 1 basis until an appropriate ratio is achieved.Mike Rogers,a white male professor,has applied for a position as a dean and is rejected.He subsequently discovers that a less qualified black female was promoted into the spot he sought.If Professor Rogers files a claim based on discrimination,he will

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The best choice is D because United Steelworkers of America v. Weber established that employers could voluntarily institute temporary affirmative action plans to remedy past discrimination. Therefore, Abigail Adams University's plan to address the racial imbalance in their department chairs and deans would be considered temporary and legally permissible. Professor Rogers would not be able to successfully claim discrimination under Title VII because reverse discrimination claims are not barred, but they require proof of intentional discrimination, which may be difficult to establish in this case. Additionally, Executive Order 11246 requires affirmative action plans for federal contractors, but it does not mandate specific ratios or permanent affirmative action plans. One-for-one hiring or promotion programs are disfavored by courts because they are mechanical and do not take into account individual qualifications.

Abigail Adams University Has Done a Self Audit and Identified