Final answer:
Bias elimination in employment practices is mandated for managers of federally funded projects according to civil rights legislation, especially the Civil Rights Act of 1964, which forbids employment discrimination. This compliance is enforced by the EEOC, and affirmative action policies aim to correct past discrimination. Market forces can occasionally encourage businesses to adopt less discriminatory practices.
Step-by-step explanation:
The mandate that managers of federally funded projects work to eliminate bias in employment practices indicates that bias elimination is not optional, but rather a required action. These mandates are linked to various civil rights and equal employment opportunity legislation, most notably the Civil Rights Act of 1964, which applies to federal contractors and any organization receiving federal funds. Additionally, the Equal Employment Opportunity Commission (EEOC) enforces federal anti-discrimination laws to prevent hiring biases based on group membership, such as race, religion, or gender.
Federal mandates often result from civil rights legislation and are justified through the 14th Amendment's equal protection clause. The passage of such mandates can lead to a change in attitudes and behaviors, as seen with the acceptance of same-sex marriages. Moreover, affirmative action programs were designed to provide equal employment opportunities to historically discriminated groups, aiming to correct biases in hiring, employment, and wage practices.
In application, market forces can sometimes incentivize businesses to act in a less discriminatory manner. For example, if a local business notices a diverse customer base or if a factory has difficulties in finding qualified workers, it may move towards more inclusive employment practices.