History[ edit ] This section may be confusing or unclear to readers. In particular, it contains a very long narrative account without clear organization.
If your nonprofit hopes to receive state or federal grants, however, you may be required to create a written affirmative action plan. What is an affirmative action plan? Affirmative action is designed to fight discrimination affirmatively — that is, to encourage positive actions that address the consequences of past and current discrimination.
Whether due to a grant requirement or simply a desire to have a diverse workforce, an affirmative action plan details the ways in which your organization will attempt to proactively recruit and promote underrepresented groups defined in this context as racial minorities, women, veterans and people with disabilities.
An affirmative action plan should be proactive, encouraging the active and deliberate pursuit of a diverse workforce.
Specific strategies may be directed at factors such as recruitment and promotion, on-the-job mentoring and community outreach. How to write your affirmative action plan Affirmative action plans typically adopt the language of the Code of Federal Regulations CFRan official list of rules and regulations published by the U.
This profile shows every position in your organization and how each position relates to all the others, much like a traditional organizational chart.
It goes one step further, however, by identifying the sex and ethnicity of the person currently holding each position. Typically done only for larger organizations, this analysis groups jobs across the organization by similarity of responsibilities and salary.
Percentage of employees in protected groups. This is the percentage of racial minorities, women, veterans and people with disabilities within the organization, or, for larger nonprofits, within each job group. In this sense, availability refers to the demographic percentages of protected groups within the organization and in the community at large — with an ultimate goal of organizational staffing that mirrors the demographics of the larger community.
This includes tangible recruitment and promotion goals, as well as concrete actions to help achieve these goals.
This designation identifies the managers and other leaders responsible for taking specific recruitment and promotion actions. Identification of problem areas. This is simply a list of departments, job groups or teams in which representation of protected groups lags behind the larger community.
These problem areas should inform the placement goals. This category identifies the actions to be taken to address the particular problem areas noted above. Follow-up with an HR audit Diversity, equity and inclusion issues are vitally important for all organizations — and frequent changes to legislation mean nonprofits must continually keep up.
The National Council of Nonprofits offers several excellent resources on nonprofit employment issuesplus more on diversity, equity and inclusion at your nonprofit. Periodic diversity audits can help your organization stay on track with affirmative action goals. Often, diversity audits are wrapped into broader HR audits on various aspects of human resource practices.
If you outsource HR audits, look for a firm that prioritizes diversity as part of its comprehensive auditing procedures.
You might also consider hiring a consultant, such as an attorney experienced in employment law, to avoid the potentially serious consequences of employment or workplace discrimination.
MissionBox editorial content is offered as guidance only, and is not meant, nor should it be construed as, a replacement for certified, professional expertise.For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans.
Affirmative actions include training programs, outreach efforts, and other positive steps. In the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) amended its regulations to make clear that affirmative action goals were not quotas or any form of preferential treatment: § Placement goals.
Affirmative action is designed to fight discrimination affirmatively — that is, to encourage positive actions that address the consequences of past and current discrimination.
Abstract: “We examine the possible consequences of a change in law school admissions in the United States from an affirmative action system based on race to one based on socioeconomic class.
Using data from the – Law School Admission Council Bar Passage Study, students were reassigned attendance by simulation to law school tiers by transferring the affirmative action advantage for black .
When such "goals" are set separately from or in excess of any federal affirmative action obligations, companies face potential reverse and traditional discrimination liability under federal civil rights laws, such as Title VII of the Civil Rights Act of and 42 U.S.C.
§, as well as state law.
In these cases, consider adjacent regions, states, or even the U.S. as a whole when setting affirmative action goals. If you are a community representative or policy-maker, choose the region which best matches your constituency.