Web Posted: 1/8/2007 3:17:14 PM
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Does your organization have a plan to ensure equal employment opportunity? Is your plan effective in eliminating the present effects of past discrimination for racial/ethnic minorities, women and persons with disabilities?
As Equal Opportunity Employers we have made a commitment to the principles of non-discrimination, affirmative action, and diversity for all citizens of the state.
This commitment prohibits discrimination based on race, creed, ancestry, religion, color, sex, national origin, age, disability, arrest or conviction record, marital status, political affiliation, sexual orientation.
It is not enough to simply declare that your organization will not discriminate based on these characteristics. There must be some reassurance that this does not and will not occur. Furthermore, there must be a means of monitoring and evaluating the effectiveness of your equal opportunity and affirmative action efforts.
Government agencies in Wisconsin are mandated by statutes, written by the Division of Affirmative Action, to establish standards for equal employment opportunity and affirmative action plans.
One key analysis in affirmative action planning is the determination as to whether the representation of racial/ethnic minorities and women in the state workforce is below their representation in the relevant labor pool. The relevant labor pool is an estimate of the percentage of persons having the requisite skills, experience, training, etc., in the recruitment area from which applicants could be expected.
If the representation in the workforce is below their representation in the relevant labor pool there is underutilization. A finding of underutilization is considered evidence of an imbalance in traditionally segregated job categories.
Action-oriented programs are then developed from the results of the underutilization analysis. The programs are designed to correct underutilization. These programs do not create set-asides for women and minorities, but represent ultimate strategies to improve or correct recruitment strategies in which underutilization occurs.
These programs often require special efforts in outreach, training, internships, upward mobility programs and other activities to increase the pool of qualified racial/ethnic minorities and women.
An affirmative action plan includes policies, practices, and procedures to ensure that all qualified applicants and employees are receiving an equal opportunity for recruitment, advancement, and any other factors associated with employment.
To be effective these plans must include internal auditing and reporting systems as a means of measuring progress toward achieving the workforce that would be expected in the absence of discrimination. Accountability for the implementation of the equal employment opportunity and affirmative action program rests with your organization’s head administrator, management and supervisors.
An affirmative action plan or program is a management tool designed to ensure equal employment opportunity in every aspect of the employment process. A central theme underlying affirmative action is that, in the long run, your workforce will reflect the percentages of racial/ethnic minorities, women, and persons with disabilities in the overall labor force. Most, if not all, of our organizations exist to serve the public and/or community therefore we should be reflective the of the people we serve.
A diverse work force brings a diversity of background, ideas and viewpoints which increases the overall quality of the work we perform. A talented and diverse workforce will help to provide the best possible service to the public.
Contact Wisconsin Personnel Partners at 608-266-1088 or by email at wpp@wisconsin.gov if you would like more information on Affirmative Action or would like assistance in developing an Affirmative Action plan for your organization.
For more information on our consulting services visit us on the web at http://wpp.wi.gov.
