How to create an affirmative action plan

How to create an affirmative action plan

Creating and preparing an Affirmative Action Plan (AAPs), should be customized to reflect an employer’s organizational structure, policies, practices, programs, and data. Usually, separate AAPs are required for each establishment. In appropriate circumstances, an establishment may include several facilities located at two or more sites if the facilities are in the same labor market or recruiting area.

It is best to have a trained professional a Subject Matter Expert to perform this task and 99% of the time if done house it is not done correctly. We at F.A.C.F has over 110 years of experience and expertise in this field.  Below are some of the requirements for an Affirmative Action Plan.

In addition to the records, an employer is required to compile and maintain to support the AAPs [41 CFR 60-1.12, 60-2.17(d), 60-300.80, and 60-741.80]; the employer should also keep materials evidencing its affirmative action efforts. This may include items such as copies of collective bargaining agreements and other documents that indicate employment policies and practices; copies of letters sent to suppliers and vendors stating the EEO/affirmative action policy; copies of letters sent to recruitment sources and community organizations; and copies of contract language incorporating the regulatory equal opportunity clauses 41 CFR 60-1.4, 60-300.5, and 60-741.5.

The written Affirmative Action Plan must include the following components:

• Utilization analysis for race, sex, and ethnicity (comparing the workforce and availability analyses)
• Utilization goals for race, sex, and ethnicity (if necessary)
• Utilization goals for individuals with disabilities
• Targeted outreach, recruitment, and retention activities (if necessary)
• Review of personnel processes
• Invitations to self-identify as an individual with a disability
• Executive Order 11246 – AFFIRMATIVE ACTION PROGRAM consists of some of the following parts:

FOR WOMEN AND MINORITIES

• Confidentiality of Records
• Preliminary Statement
• Compliance with the Sex Discrimination Guidelines 41 CFR 60-20 
• Compliance with Religion or National Origin Guidelines of 41 CFR 60-50 
• Responsibilities for Implementation 41 CFR 60-2.17(a) 
• Race and Sex Codes
• EEO-1 Job Categories
• Problem Areas 41 CFR 60-2.17(b) 
• Action-Oriented Programs 41 CFR 60-2.17(c) 
• Audit and Reporting 41 CFR 60-2.17(d) 

AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES

• Definitions 41 CFR 60-741.2
• Medical Examinations and Inquiries 41 CFR 60-741.23
•  Availability of the AAP 41 CFR 60-741.40-.41
•  Invitation to Self-Identify 41 CFR 60-741.42
•  Affirmative Action Policy, Practices & Procedures 41 CFR 60-741.44
  • Equal Employment Opportunity Policy
  • Review of Personnel Processes
  • Physical and Mental Qualifications
  • Reasonable Accommodation
  • Harassment and Intimidation
  • External Dissemination of Policy, Outreach, and Positive Recruitment
  • Internal Dissemination of Policy
  • Audit and Reporting
  • Responsibility for Implementation
  • Training
• Complaint Procedures 41 CFR 60-741.61

AFFIRMATIVE ACTION PROGRAM FOR VETERANS

• Veteran Definitions 41 CFR 60-300.2
• Medical Examinations and Inquiries 41 CFR 60-300.23
• Availability of the AAP 41 CFR 60-300.40, 60-300.41
• Invitation to Self-Identify 41 CFR 60-300.42
• Affirmative Action Policy, Practices & Procedures 41 CFR 60-300.44
  • Equal Employment Opportunity
  • Review of Personnel Processes
  • Physical and Mental Qualifications
  • Reasonable Accommodation
  • Harassment and Intimidation
  • External Dissemination of Policy, Outreach, and Positive Recruitment
  • Internal Dissemination of Policy
  • Audit and Reporting System
  • Responsibility for Implementation
  • Training
• Complaint Procedures 41 CFR 60-300.61