Affirmative action programs have potential for altering the position of women in organisations and in the
labour market. They also herald the prospect of changes to the activities of personnel practitioners,
particularly if affirmative action programs remain the preserve of personnel practitioners. It is possible they
will need to manage 'industrial issues', develop grievance mechanisms, anticipate and handle increased conflict
among employees, initiate training programs and assess concepts embodied in personnel policies and practices.
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