n groups are viewed as disadvantages in the current marketplace. Thus affirmative action laws impose temporary requirements to correct underutilization of these groups (e.g., goals and timetables for increasing the number of minorities and women in a facility)". Prior to these laws and the Title VII law, white males primarily dominated the U.S workforce. Although, still somewhat white male dominated, quotas were designed through affirmative action p!
             rograms. Some remedies brought about through affirmative action programs include goal setting, quotas, and timetables.
             The term goal refers to "specific outcomes which, when achieved, will result in equal employment opportunity and equitable representation". Goals and hiring quotas vary somewhat in their function. Goals generally are long range plans that organizations use and there are no expected minimum or maximum limitations. Quotas by comparison, "establish a definite number of people who must be hired. A company cannot by law, use quotas unless it has been ordered to do so by a court to remedy a past action". For an organization to be effective with goals, they must be realistic, attainable, and monitored by the human resource department. Affirmative action programs generally achieve their set goals through several common practices called outreach programs. First, there are special recruiting programs where women and minorities will most likely be found. These special outreach programs often target black universities and female dominated educational facilities. A second outreach prog!
             Through outreach programs like the ones mentioned, goals could be attained to achieve equity and representation without forgoing higher educated and skilled applicants.
             These programs can be justified because discrimination is still apparent in the United States today. A 1990 study by the University of Chicago's National Opinion Researc
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