American Association for Access, Equity and Diversity History
President Kennedy incorporated the concept of “affirmative action” into Executive Order 10925, which he issued in 1961. Executive Order 10925 imposed on all covered contractors a general obligation requiring positive steps designed to overcome obstacles to equal employment opportunity.In 1965, President Lyndon Baines Johnson signed Executive Order 11246, which gave the Secretary of Labor responsibility for administration and enforcement of the Order mandating that contractors not discriminate against any employees or qualified applicants because of race, color, religion, sex or national origin. Contractors were to take affirmative action to ensure nondiscrimination in employment, upgrading, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship.
From Civil Rights Revolution to Modern Equity: AAAED's Enduring Journey
In 1974, amidst the fervor of the civil rights revolution, the American Association for Affirmative Action (AAAA) was born. The nation was grappling with the transformative impact of landmark legislation: the Civil Rights Act of 1964, Executive Order 11246, Title IX of the Education Amendments, the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act. This era marked a profound awakening of national conscience, extending beyond racial justice to encompass equality for women, Latinos, the LGBTQ+ community, and individuals with disabilities.
The founders of AAAA, many of whom were trailblazers, like Betty Harmon Newcomb, saw affirmative action not merely as a compliance obligation but as a crucial instrument for achieving workplace equity. These pioneers, working within higher education institutions, were driven by a deep-seated commitment to social justice.
Since its inception, AAAA (now AAAED) has navigated the ebb and flow of affirmative action support, witnessing the profound influence of presidential administrations and pivotal Supreme Court decisions. Landmark cases such as Regents of the University of California v. Bakke, Adarand Constructors, Inc. v. Peña, Grutter v. Bollinger, Fisher v. University of Texas at Austin, and Schuette v. Coalition to Defend Affirmative Action have shaped and reshaped the legal landscape of equal opportunity. More recently, the Supreme Court decision in the cases of SFFA v. Harvard and UNC has had a massive impact on affirmative action.
Simultaneously, the nation has experienced a seismic demographic shift, confronting resistance to progress. Initiatives like California’s Proposition 209 (1996) sought to dismantle decades of advancement by prohibiting race-conscious measures in key sectors. The Schuette decision further underscored the challenges, reflecting a "Tyranny of the Majority" that threatened hard-won gains.
The 1990s also witnessed the rise of diversity management as a corporate imperative. Dr. R. R. Thomas’s seminal work, Beyond Race and Gender: Unleashing the Power of Your Total Workforce by Managing Diversity (1992), spurred organizations to move beyond mere representation and embrace a holistic approach to inclusion. The language evolved, with "Diversity and Inclusion" becoming central and roles transforming from affirmative action officers to institutional equity leaders. In 2011, President Barack Obama’s Executive Order on Diversity and Inclusion in the Federal Workforce reinforced this shift.
While affirmative action often became a compliance function within Human Resources, the emergence of the Chief Diversity Officer (CDO) signaled a growing recognition of the strategic importance of diversity and equity. By 2014, only 15% of AAAA members retained "Affirmative Action" in their titles, reflecting a broader scope of responsibilities.
Despite the fluctuations in policy, the nation has witnessed significant progress, epitomized by the historic election of President Barack Obama. Yet, the question of a "post-racial" era remains complex.
In response to these evolving realities, AAAA rebranded as the American Association for Access, Equity, and Diversity (AAAED) in 2014. This change reflected the expanded mandate of its members, encompassing Title IX, Section 504 and ADA, LGBTQ+ issues, and broader diversity initiatives. AAAED remains steadfast in its commitment to affirmative action as a vital tool for achieving equal opportunity, recognizing it as a means to a greater end: a truly equitable society for all.