rn that admissions by race do not 4ensure success for minority students. With Governor Bush's ONE FLORIDA plan, statistics such as these would become obsolete as students are better prepared for and more successful in the postsecondary and graduate systems.With success in school comes the hope of success in the work place. With the implementation of Title VII of the Civil Rights Act of 1964, discrimination in the work place ended. Farrell Bloch, an economic and statistical consultant in Washington D.C., summarizes Title VII (as amended) as "the prohibition of discrimination against individuals on grounds of race, color, religion, sex, or national origin by private, state, and local government employers with atleast fifteen employees" (49). The practice of reverse-discrimination by employers hiring applicants based on race, gender and national origin will diminish as ONE FLORIDA opens the door of opportunity equally to both black and white men and women. This is not to say that the practice of set asides, preferences, and quotas will be completely eliminated. According to Senator Steven Geller, an advocate of anti-affirmative action, "these hiring practices were always on a voluntary basis in Florida. It has been up to employers to set quotas... Employers have an interest in affirmative action because it is fundamentally fair to have a diverse and representative workforce" (personal interview). In accordance with this theory, Ronald Anderson and Ivan Fox, co-authors of Business Law & the Legal Environment, claim that affirmative action plans (AAP's) have been drawn to aid employers in recruiting, hiring and training minorities and woman, as well as enabling these employees to advance in their company (757). Anderson and Fox go on to give the criteria for a permissible AAP:1.The affirmative action should be in connection with a "plan."2.There must be a showing that affirmative action is justified as a remedial measure. The plan must be...
