Affirmative action was created to ensure equal employment opportunities for all individuals, regardless of race, sex, and age. According to Froomkin (1998), "affirmative action calls for minorities and women to be given special consideration in employment, education and contracting decisions. Institutions with affirmative action policies generally set goals and timetables for increased diversity - and use recruitment, set-asides, and preference as ways of achieving those goals." Therefore, it is important to review all employment practices to make sure that they do not discriminate against minorities, and to introduce special programs to encourage minorities to apply for a wider range of positions within the organization. Affirmative action programs are designed to ensure that the organization's employment practices will be based on merit without regard for such factors as age, sex, or race. These are the top priorities that need to be considered when setting up an affirmative action program.
When setting up my company's affirmative action program, I would follow eight steps, which are designed to address all areas to make sure that discrimination in the workforce does not exist. I would begin my project by adhering to the following steps (Bruno, 1995):
1. First, I would issue an affirmative action policy statement to all staff.
2. A senior manager would be hired to oversee the program.
3. I would consult with trade unions about the program.
4. I would consult with employees, particularly minorities.
5. I would develop an employment profile on jobs and race/gender
classification basis.
6. I would review all personnel policies and practices, and eliminate any
signs of discrimination.
7. I would then set goals for the program.
8. Finally, I would monitor the program and evaluate its achievements.
My affirmative action plan would be more than just a plan for equal
opportunity. I would want it to be about...