Affirmative action was developed in the mid-1960s to offer equal opportunity for employment and education to women and minorities. These policies required that active measures be taken so that minorities had the same opportunities in career advancements and education that were nearly exclusive to whites (Brunner 1). In 2002, affirmative action is still present in our society. Minorities, as well as females, are given jobs and admissions into colleges and universities that are not totally based on hard they have worked, but rather on their race and gender. Because affirmative action is an unjust law that offers minorities education or employment based on race or gender and not merit, this promotional practice is a form of reverse discrimination that should be abolished.
             Focusing on jobs and education, in particular, affirmative action policies required the active measures to be taken to ensure that females, blacks, and other minorities enjoyed the same opportunities that had been available only to whites males. This practice slowly turned into a blatant form of reverse discrimination. Institutions are so anxious to raise the number of blacks in their ranks that they overlook overqualified applicants when admission decisions involving blacks. In the 1995 court case, Gratz v. Bollinger reported on Adversity. net, Jennifer Gratz applied to the University of Michigan at Ann Arbor. Gratz's application was rejected because she was white. Minority students with lower test scores were admitted ahead of Gratz to meet the University's racial enrollment goals (adversity.net/education_2_michu_1.html). In this situation, Jennifer Gratz is more qualified than the minorities in question that are granted admission. The minorities admitted to the university are clearly selected based on their race and not their educational merit. Minorities are receiving the spoils for a job they did not do, rather than what they did do.
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