Affirmative Action Plan
Affirmative action is a plan to promote the efforts of employers, schools and other organizations to recruit and hire groups that have previously been discriminated against. It is important to note that affirmative action programs do not require employers to hire unqualified people for a job. Equal employment opportunity is used to describe policies that prohibit discrimination of any kind. Affirmative action is a program that analyses the make up of the current workforce, establishes guidelines to insure an employer is not underutilizing certain groups and identifies and removes barriers for employment. Equal employment is the legislation that provides the oversight and investigates any allegations of
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It is important to tie the affirmative action objectives to an individual 's performance and part of the review process. This will ensure adherence.
6. The communication plan is another crucial part of the program and involves many steps. Employers should get the word out that they are an equal opportunity employer. Communicating this message is great publicity. Unless it is communicated effectively no one will know.
Communications must be used to promote implementation internally. Posters can be put up throughout the facility or special edition newsletters to create enthusiasm for the program. The next level of communication is to go out into the communities by placing advertisements in local papers, talks with the local officials to gain support. Perhaps by establishing an arrangement to get applicant referrals through various state agencies, college placement offices and labor organizations perspective employees can be canvassed.
Develop the appropriate communication strategies to target the right candidates for openings. If women are being sought after, then perhaps placing advertisements in a journal or periodical that has a higher female readership.
Provide written notification of company affirmative action policy to subcontractors, vendors and suppliers and make sure that the company is partnering with the right mix. Today it is very important to align with other organizations that are minority owned.
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3.4: Explain the importance of making sure equality and diversity procedures are followed in the workplace
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.
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.
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
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.
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.
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.
The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that
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
The purpose of affirmative action is to ensure equal opportunity for minorities. But it has strayed from its original intent and has become largely a program to achieve not equal opportunity but equal results. It is a system of quotas forced upon American businesses and working class by the federal government. A law which forces people to look at race before looking at the individual cannot promote equal opportunity. Affirmative action continues the judgement of minorities by race; it causes reverse discrimination, and contradicts its purpose.
Along with the above there must be an action plan in place to outline methods of removing discriminatory barriers for example:
Positive theories explain and predict the behaviour of users of accounting information: i)Reactions of investors to accounting information
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.
(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.
According to Raymond A. Noe, affirmative action is an organization’s active effort to find opportunities to hire or promote people in a particular group (Fundamentals of Human Resource Management 68). There are various arguments for and against affirmative action. Some believe that it gives certain groups of people an equal opportunity to find employment where they would otherwise be kicked under the rug. Others believe that even though it creates an opportunity for minority groups, the issue of reverse discrimination comes into play where once predominantly white male jobs offerings go to women and minority groups instead. The topic of affirmative action remains very controversial and