Affirmative action goals and timetables are targets for equality and a level playing field. Like goals for profits or productivity, they mark and measure progress, but do not carry legal penalties. Quotas are illegal unless they are court ordered as a remedy for discrimination. Your company's affirmative action plan may be voluntary or may be required by law if your company has contracts with federal, state or local governments or has a past history of discrimination. Much of the opposition to affirmative action is based on what are called “reverse discrimination” and “unwarranted preferences.” However, less than 2 percent of the 91,000 employment discrimination cases pending before the Equal Employment Opportunities Commission are reverse discrimination cases. Under the law as written and interpreted by the courts, anyone benefiting from affirmative action must have relevant and valid job or educational qualifications. If your employer has an affirmative action plan, it may help eliminate some of the barriers to advancement that racial minorities have faced historically, maybe even working for your employer. You may wish to consult with your company's human resource department or your personnel handbook to learn more about how the plan may benefit you and other employees who are racial minorities.