Affirmative Action Plans

Designation of the person responsible for implementation within the business

Assigns responsibility for achieveing placement goals in the AAP to a person with access to the executive team in the business

Comparison of incumbency to availability

Compares protected classes employed in each group with availability of protected classes in the labor pool

Organizational Profile

Employers choose the format that works best: organizational display (traditional organziation chart) or workforce analysis (listing of job titles lowest to highest paid)

Placement of incumbents in job groups

Lists percentages of minorities and women in each job group

Components of AAP

Organizational Profile, Job group analysis, Placement of incumbents in job groups, Determination of availability, Comparison of incumbency to availability, Placement goals, Designation of the person responsible for implementation within the business, Action-oriented programs, Periodic internal audits

Job group analysis

Places job titles with similar duties and responsibilities into groups for analysis

Determination of availability

Reports demographic data on the labor pool for each job group

Identification of problem areas

Requires analysis of employment processes to determine where barriers to equal opportunity exist

Action-oriented programs

Requires modification of current employment practices to remove barriers to opportunity.

Periodic internal audits

Requires periodic review of employment activity with management and reports to executives on actions taken to improve results

Placement goals

Sets reasonable goals to address underrepreenation of protected classes in the workforce