Chapter 5: Affirmative Action

the corporate management compliance evaluations...

-are designed to combat the glass ceiling in employee advancement -it gives special attention to those components of the employee process that affect advancement into upper-level positions

primary legislation

1) Title VII of the Civil Rights Act of 1964 2) Executive Order 11246

the idea of D&I in the workplace received formal recognition in the

Dodd-Frank Wall Street Reform and Consumer Protection Act

each year, the office of federal contract compliance program conducts a __ to gather compliance data so that it can identify federal contractors for further evaluation

Equal Opportunity

job group analysis

Part of affirmative action plan that lists all job titles that comprise each job group having similar content and responsibilities, wage rates, and opportunities for advancement.

qualitative aspect of affirmative action examines

The qualitative part of the plan sets out a course of action for how to address any underrepresentation or underutilization, or other problems found.

definition of affirmative action

actions appropriate to overcome the effects of past or present practices, policies, or other barriers to equal employment opportunity.

slave codes were replaced with

black codes

if federal contractors/employees refuse to remedy barriers, they can be

debarred

General purpose

designed to ensure equal employment opportunity and foster employment opportunities for individuals with disabilities

affirmative action applies to

every government employee with 50 or more employees and a contract of $50,000 or more

what is the function of the Office of Federal Contract Compliance Programs?

it issues extensive regulations implementing the executive order

valuing diversity

means being sensitive to and appreciative of differences among groups outside what was thought of as the mainstream and using those differences, coupled with basic human similarities, as a positive force to increase productivity and efficiency and to avoid liability for discrimination.

percentage of women and minorities to be hired to correct the difference underrepresentation in a federal contractor's organization, based on their availability in the geographic area

placement goal

most affirmative action stems from issues of

race

organizational profile

shows staffing patterns within a workplace, much like an organizational chart, showing each of the organizational units; their relationship to one another; and the gender, race, and ethnic composition of each unit.

quantitative aspect of affirmative action examines

the contractor's workplace to get a snapshot, of sorts, of who works there and in what capacity, as it relates to minorities and women. Minority categories include African American, Hispanic, Asian/Pacific Islander, and American Indian/Alaskan Native.