Everybody deserves to work. If they have the right qualifications and the ability to do what is required, everybody has the right to earn a living. The year is 2018, and discrimination should have no place in our society. No matter their race, gender, disability, religion, or age, everybody deserves an equal shot to get a job and be properly compensated for that job. Everybody deserves to work. You may also see daily action plans.
Affirmative action is the policy of promoting the education and employment of members of groups that have been known to have previously suffered from discrimination. Depending on the country, affirmative action will be known by different names. In India and Nepal, it is called reservation, South Africa and Canada call it employment equity, while the United Kingdom refers to it as positive action. you may also Plan Templates.
The nature of their policies also varies from region to region. However, they all share the same notion, and that is to achieve the goals of bridging inequalities in employment and pay, increasing access to education, promoting diversity, and redressing apparent past wrongs, harms, or hindrances. All in all, the affirmative action are specific actions in employment which are designed and taken to eliminate the effects of discrimination. You may also see employee action plan templates.
In order to decide a company’s affirmative action, an affirmative action plan should be developed. An affirmative action plan is a tool, or written program that details the steps the employer takes and will take to ensure the right of all person to advance on the basis of merit and ability without regard to race, color, gender, religion, age, disabilities and other factors that can lawfully not be the basis for employment actions. At the very least, it will be the guideline of a company’s affirmative action to make sure that everybody is given an equal employment opportunity.
Although used for a positive purpose, an affirmative action plan sample can also bring with it some disadvantages to the company. One form of such a disadvantage would be reverse discrimination. The concept of reverse discrimination is a view that thinks that the historically dominant group is unfairly punished.
In essence, people who oppose affirmative action program claim that these groups, generally white males, are passed over for other people even if they have the appropriate qualification for a given job just to reach a diversity quota. Although a rare occurrence, any accusation of reverse discrimination can generate negative social backlash or a company.
Another disadvantage is stigmatisation. There is a possibility that affirmative action policies can create stigmas that believe that minorities and women obtain positions in a company based on gender, race or ethnicity, rather than through their skills, achievements, and qualifications. This stigma can translate into questioning the competence of these said employees. Worse, this stigmatisation can even lead the minority or woman question their qualification and abilities to do the job they are hired to do. You may also see school action plans.
Governments require that all employers follow anti-discrimination laws that have already been put to place. Though, not all companies will be required to have an affirmative action plan. You may also see allergy action plans.
An organization will need to have an affirmative action plan if it reaches the following criteria:
A company has 120 days to develop an affirmative action once the number of their hires reaches 50. Every year the company remains larger than fifty employees in combination with the criteria below. The company will be required to update the plan and to trace the changes in employee population and transactions. You may also see business action plan templates.
This involves subcontracts. If your company is awarded by the government with a contract that is worth at least $50,000, then it will have to adhere to follow to Affirmative Action requirements. This requirement commonly begins with the implementation of an Affirmative Action Plan. You may also see sample emergency action plans.
Sometimes, a company is involved with the government without a direct government contract. If government contractors purchase at least $50,000 worth of products in order to fulfil their obligations on a government contract, the merchant involved will have to adhere to the requirements of Affirmative Action. You may also see a sample strategic plan templates.
If your company is a financial institution and it has at least 50 people employed, with federal share and deposit insurance, it is considered to be a government contractor. As such, it will have to follow Affirmative action ordinances. This covers nearly every bank in the United States. You may also see career action plans.
If your company meets the criteria mentioned above, it will be required by law to submit an affirmative action plan and adhere to affirmative action policies. In order for it to be clear, proper, and comprehensible, all the needed elements must be written on it. You may also see simple action plan formats.
The affirmative action plan must bear with it a clear policy and consolidated statement to apply in their affirmative action. These statements should cover equal employment opportunity, sexual harassment, and non-discrimination of persons with disabilities. These statements can be used or be separate for each subject. No matter the case, these statements should be signed by the company’s head. They should also establish specific and significant policies and procedures. You may also see project action plans.
The company’s affirmative action plan should also provide information on the number of employees they have and the organization’s structure. The organizational chart should indicate the identity of who’s who. You may also see incident action plans.
In addition to specifying the identities and members of the company, the affirmative action plan should also be able to identify and document all the individuals that play a significant role in the affirmative action process. You may also see sample employee action plans.
As an affirmative action plan is a set of policies that allow for equal work opportunities, chances are there will be a group of people who may have complaints about the policies. A grievance procedure aims to resolve this conflicts. Grievance procedures are a means of dispute resolution that can be used by a company to address complaints by employees, suppliers, customers, or competitors. To peacefully resolve any conflict relating to the company’s affirmative action policies, their affirmative action plan must have this. You may also see action plan templates.
Problems are situations or conditions that need to be corrected or changed while barriers are the personnel or management policies and procedures that may be the cause of the situation or condition. Both should be clearly identified in the affirmative action plan with a clear definition and description. You may also see sample action plans.
Problems and barriers must be addressed once they are identified. An action statement that details how the company plans to address them must be included in the action plan. These statements must be specific for each problem or barrier to avoid confusion and to serve as a clear guideline for solving them. You may also see business action plans.
Like all kinds of plans, an action plan needs to be followed and completed. All plans are made for a goal that a company needs to achieve, affirmative action plan included. For an affirmative action plan, this goal is narrowly tailored objectives for hiring and promoting protected members in Equal Employment Opportunity categories. It needs to correct any remaining effects of past discrimination. You may also see sample employee action plan templates.
The goals of an affirmative action should be flexible targets that guide efforts during the planning cycle. Goals should not be quotas and should never ever be used to discriminate or exclude persons from employment opportunities. Such a process is referred to as reverse discrimination and the company should not partake of it in any kind. You may also see event action plans.
As a management tool to promote an equal employment opportunity, the process of creating an affirmative action plan is more than a simple paperwork exercise. The affirmative action plan should include policies, programs, and practices that the company implements to make sure that all applicants are given an equal footing on recruitment, selection, advancement, promotion, along with every other term and privilege associated with employment. You may also see training action plans.
As such, affirmative action is another way that the company handles and conducts their business. If properly implemented, the company’s affirmative action will be a powerful management tool that any organization can use to improve their business. Proper usage of the affirmative action plan positively correlates with the absence of discrimination. You may also see risk action plans.
Thus, to ensure a greater diversity in your workplace, the affirmative action plan should be implemented. After all, if people can help make the world will be a better place, we should allow them to, regardless of their age, gender, creed, race, country of origin, or other general characteristics.