Indian preference
Indian preference refers to a set of employment practices aimed at increasing the representation of Native American individuals within various organizations, particularly those that serve Native populations, such as the Bureau of Indian Affairs and the Indian Health Service. Instituted during the Indian New Deal era (1933–1945), this preference allows for hiring policies that prioritize members of specific Indian Nations, followed by applicants from other recognized tribes, and lastly, non-Native candidates. The intention behind Indian preference is to address historical inequalities, notably the high unemployment rates among Native Americans, by fostering greater workforce participation. This policy evolved in the context of the Civil Rights Act of 1964, which prohibits discrimination based on race and other factors, but also recognizes the unique status of Native peoples. The approach mirrors other preference systems, like the Veteran's Preference program, and is designed to enhance opportunities for American Indians and Alaska Natives in governmental roles. To qualify for Indian preference, applicants typically need to be members of federally recognized tribes or meet specific descent criteria. This framework reflects a broader commitment to empowering Native communities and ensuring that their voices are represented in government and related sectors.
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Indian preference
President Lyndon B. Johnson signed Title VII of the United States Civil Rights Act of 1964, prohibiting employment discrimination on the basis of race, sex, national origin, color, or religion. However, this provision does not apply to all individuals uniformly. During the period of reforms in the sociologist John Collier era, often referred to as the Indian New Deal (1933–1945), Indian preference in employment was instituted first in the Bureau of Indian Affairs and, eventually, other federal agencies, such as the U.S. Department of Health and Human Services, which work closely with Native American people. Later, individual Nations’ governments, colleges, and other organizations were able to invoke Indian preference in making hiring decisions.
Commonly, Nations develop criteria that give first preference to members of their own Nation, next preference to an American Indian from any Nation, and last preference to non-Native American applicants. Indian preference was permitted as a way to increase the number of Native American people working within agencies and organizations that deal primarily with Native American populations. It was also a way to increase the number of American Indian individuals in the workforce, decreasing the disproportionate unemployment rate.
The U.S. Department of the Interior’s Bureau of Indian Affairs (BIA) and the Indian Health Service (IHS) continue to use this preference tool in the twenty-first century, encouraging American Indians and Alaska Natives to apply to and work with governmental agencies. The tool’s parameters are similar to those of the Veteran’s Preference program, aiming to hire America’s former service members. To qualify for the program, individuals must be a member of a federally recognized Tribe, be the descendant of a member of a Tribe that resided within the Nation’s boundaries, be an Alaska Native, or meet specific requirements as a descendant of other Nations.
Bibliography
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"Indian Preference." Indian Affairs, U.S. Department of the Interior, www.bia.gov/jobs/Indian‗Preference. Accessed 10 Oct. 2024.
"Indian Preference." US Office of Personnel Management, www.opm.gov/policy-data-oversight/tribal-consultation/indian-preference. Accessed 10 Oct. 2024.
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