Affirmative Action Plan.

3.4: Explain the importance of making sure equality and diversity procedures are followed in the workplace

Affirmative Action is an employment legislation protection system that is intended to address the systemized discrimination faced by women and minorities. It achieves this by enforcing diversity through operational intrusions into recruitment, selection, and other personnel functions and practices in America. Originally, Affirmative Action arose because of President Lyndon B. Johnson’s desire to integrate society on educational, employment, and economic levels, yet it was John F. Kennedy who issued Executive Order 10925 to create the Commission on Equal Employment Opportunity, a commission that evolved into our modern Equal Employment Opportunity Commission

Affirmative action is an action taken by an organization to select on the basis of race, gender, or ethnicity by giving due preferences to minorities like women and races being not adequately represented under the existing employment. To make the presentation of all these compositions almost equal in proportion to do away the injustice done in the past. The Supreme Company need to design an affirmative action program in the light of recent Supreme Court judgment passed in favor of affirmative actions to be adopted by various companies.

My recommendations to Hy-Vee Inc. would be to have managers reiterate the aspects of diversity to their departments because I have seen firsthand that it is an effective approach. Also, to have annual store meetings to just keep everyone up to date on the policies including discrimination amongst other aspects of company policy. From the response of Rachel it seems that herself and management staff are taking appropriate and effective approaches to prevent discrimination in the workplace. It’s also very important for Hy-Vee Inc. and their store managers to understand that it only takes one person to discriminate and that can ruin the image of the store and company.

Along with the above there must be an action plan in place to outline methods of removing discriminatory barriers for example:

6. Describe the procedures followed by your chosen organisation in relation to equality and diversity. Your answer should include details of any monitoring that takes place and documentation used to support this monitoring.

Affirmative action is an in-company program designed to remedy current and future inequities in employment of minorities. EEO legislation was designed to protect minority groups of any definition from discrimination.

All staff are expected to make themselves aware of the Policy and adhere to it at all times to ensure that each and every aspect of the firm complies with Equality and Diversity to the highest possible standard.

Affirmative action has had a number of results. In terms of positive outcome, affirmative action policies have helped to shape the climate of discussion about issues of equity in pay and opportunity. This has helped to share the way that companies have approach the issue. Opportunities for women and minorities have increased, especially at lower levels of management. There are seemingly still barriers to advancement into senior management ranks for many groups.

3. Evaluate the effectiveness of the organization’s HR policies and processes that are designed to promote a diverse workforce. Next, outline one (1) strategy for the organization that recognizes affirmative action. Include a plan to mitigate both the glass ceiling effect and reverse discrimination within your organization. Support your response with at least two (2) examples that illustrate the major benefits of the plan to the organization.

(Goldman, 1976, p. 181) An affirmative action program is a management tool designed to ensure equal employment opportunity. A central premise underlying affirmative action is that, absent discrimination, over time a contractor's workforce, generally, will reflect the gender, racial and ethnic profile of the labour pools from which the contractor recruits and selects.

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

Under this title, organizations are expected to show affirmative action. Affirmative action gives preference in employment to traditionally underrepresented women and minority

Equal opportunities – Approach should be ethical and legitimate by ensuring discrimination does not occur. For example, all candidates should receive the same treatment and the process structured the same way for each candidate.

At this point in the discussion, the information provided should enable any/all reader(s), to formulate a purpose or justification for. Regardless of the verbiage, the apparent purpose of affirmative action in procurement is to address existing discrimination or compensate for past discrimination by promoting and insuring all governmental/educational programs to include procurement allow for the fair and equitable representation of the