We often hear hard work is the bridge that connects dreams to reality but does it exist in this competitive and unjust society? Imagine a very talented, smart young woman named Suzane from a marginalized section of our society. Despite her dedication, hard work, and strong aptitude, she encounters numerous challenges on her way to making a successful career for herself. Do you know, why? Not just because of her socioeconomic background but also due to the systemic biases that have persisted for so long in our society. However, in the heart of this hierarchical society lies a powerful framework – Affirmative Action Plan (AAP), created to develop a more inclusive society.
In this blog, we will delve into the journey of AAP, what led to the establishment of Affirmative Action Plans, and also the challenges companies face in implementing these plans.
We will uncover how AAP is a guiding force for everyone – like Suzane, in providing opportunities to rise and succeed. Join us as we unravel the intricacies of the Affirmative action plan document. Whether you’re an HR professional, a business leader, a student, or an advocate for social justice, our blog aims to provide you with the insights and tools necessary to engage with affirmative action thoughtfully and effectively.
Affirmative Action Plan is a document that highlights the steps for employers to reduce the barriers that come in the way to promote equal employment opportunities and support the progress of employees regardless of their gender, race, ethnicity, disability, or veteran status. It is often considered a means of countering discrimination against particular groups. At the federal level, the Office of Federal Contract Compliance Programs (OFCCP) oversees the process and the implementation of the Affirmative Action plan in the US, has additional requirements that apply to all non-construction federal contractors or subcontractors:
- Employ 50 or more individuals.
- Are within 120 days of initiating the federal contract.
- Hold a federal contract or subcontract valued at $50,000 or more.
- Have government bills of lading amounting to at least $50,000 within any 12 months.
- Act as a depository for federal funds, regardless of the amount.
- Serve as a financial institution that issues and pays U.S. savings bonds and savings notes.
Affirmative Action Plan (AAP) versus Equal Employment Opportunity (EEO)
Affirmative Action Plan (AAP) is a tool to meet Equal Employment Opportunity (EEO) standards. However, both have different purposes and operate in distinct ways. EEO is a principle that ensures all individuals have the same chances for employment, promotion, and other work-related opportunities without discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information whereas AAPs are specific strategies and programs aimed at increasing the representation of underrepresented groups in the workplace. EEO aims to prevent discrimination, while AAP seeks to actively promote diversity and inclusion.
History of Affirmative Action Plan (AAP)
The history of the Affirmative Action Plan is long rooted in the Civil Rights Movement and reflects the ongoing struggle for equality. “Affirmative action”, is the term first used by President John F Kennedy, in Executive Order 10925, in 1961 which aims to navigate government contractors to take affirmative action, affirming applicants are employed without taking into consideration: their race, color, national origin, or gender. This term was expanded and institutionalized in 1965 when President Lyndon B. Johnson issued Executive Order 11246 which mandated that federal contractors implement affirmative action plans to ensure that employment practices were free from racial bias. It required contractors to take responsive measures in hiring, training, and promoting people belonging to the minority section of society. Federal contractors with more than 50 employees and contracts exceeding $50,000 must comply with specific regulations. This includes promoting and enforcing a nondiscrimination policy, creating a written affirmative action plan with placement goals for women and minorities, and implementing proactive programs to achieve these objectives. In 1973, President Richard M. Nixon signed the Rehabilitation Act, which introduced requirements for affirmative action for individuals with disabilities. It enables companies to focus on hiring, placement, and advancement of individuals with disabilities. In Regents of the University of California v. Bakke, 438 U.S. 912 (1978), the U.S. Supreme Court affirmed that race could be considered as one factor in selecting qualified applicants for admission. However, it also deemed unlawful the University Medical School’s policy of reserving 18 seats in each entering class of 100 specifically for disadvantaged minority students. Affirmative Action Plan claims to enhance the advancement of women in their respective career paths significantly in 1971 when Order No. 4 was revised to include women and in 1979, President Jimmy Carter issued E.O. 12138, established a National Women’s Business Enterprise Policy, which mandated each agency to take affirmative actions to support women-owned businesses. The history of the Affirmative Action Plan is far more intricate and continuously keeps on evolving societal attitudes towards race and equality.
What Necessitates the AAP?
Just as a stone thrown into a pond creates ripples, every action leads to an equally impactful reaction. The creation of AAP is influenced or in other words, is a result of the actions of the past. It is a perfect example to understand how each decision or action sets a chain of responses to shape our future. The Affirmative Action Plan is designed to combat the ongoing discrimination that was taking place in the workplace, building the two separate groups of people in society and therefore, widening the gap between these groups. Opportunities were only available to certain individuals belonging to the Cream section of society which might also lead to people of other groups limiting their potential. Let us understand this by the previous example of Suzane, we know that she is extremely talented and dedicated but still, she couldn’t get her dream job. Why? The answer is simple yet significant, she belongs to the marginalized section of society or we can say neglected group in society. Even after possessing the required knowledge and expertise in her respective field, she encounters the wall of discrimination all along her life. Will she ever be able to break into the job market if this continues? This will eventually lead to economic disparity, thereafter resulting in difficult access to education, which again will deepen the rift between the two segments of society. People who were in position at that time understood the disparities of income and opportunity that existed in society and to accomplish the diversity and inclusion goals, induced the need for AAP. All organizations must have an affirmative action plan approved by the Federal or State government. Equally, it is culturally important to recognize the importance of AAP and fight the historic injustice and inequities of the past.
Conclusion Affirmative Action Plan is a proactive measure to address the systemic inequalities and ensure that all individuals regardless of their caste, religion, race, or gender, have equal opportunities to hop on for their success. All organizations must have an affirmative action plan approved by the Federal or State government. Equally, it is culturally important to recognize the importance of AAP and fight the historic injustice and inequities of the past. With changing times, it becomes highly significant to evaluate these efforts and ensure that these efforts and plans align with the evolving needs of our diverse workforce.
