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.