What Are EEO Compliance Requirements That Impact A Federal Subcontractor?

Affirmative Actions are a multitude of efforts to defeat or at least minimize discriminative employment within a workforce. Affirmative Action’s help create a diversified workforce which could help an organization. I will discuss EEO compliance requirements that impact a federal subcontractor such as, Executive Order 11246, the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act. Further, I will explain some of the components of an Affirmative Action plan and expounded upon placement goals. Lastly, I will explain how Affirmative Action goals go hand-in-hand with an organization’s strategic HR plan.
Discuss additional EEO compliance requirements that impact a federal subcontractor.
Executive Order 11246.
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There are several components of an organization’s Affirmative Action plan (AAP). I will discuss the components that I felt were important and expand upon the goal-setting process or placement goals. An AAP helps an organization ensure and measure their equal employment opportunities for the organization. These plans are created in accordance with the above mentioned EEO compliances Executive Order 11246, the Rehabilitation Act of 1973, Section 503 and VEVRAA
Organizational Profile. The organization profile is a breakdown of the entire workforce and shows “job title, gender, race, and ethnicity of the unit supervisor (if the unit has a supervisor) and the total number of male and female incumbents” ("Electronic Code of Federal Regulations," 2016, para. 60-2.11).
Job Group Analysis. Under this component, jobs must be grouped based on similarity, for example duties, wages, and job titles. This can be presented in a chart or table pattern display.
Utilization Analysis. This component would place the number of employees in each job group and could identify the number of women, minorities, or disabled people. In-turn the chart would show the percentages of women, minorities, or disabled people versus the total number of incumbents in each group. ("Electronic Code of Federal Regulations,"
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I believe an organization’s affirmative action goals and the organizations strategic human resources plan should go hand-in-hand. The strategic human resources plan should be drafted around the organizations overall mission. The driving force behind an organization is its employees. The Affirmative Action plan will have goals and HR will be the one pursuing these goals. I believe that it would be easiest to create or develop Affirmative Action goals and then develop a strategic HR plan to pursue these goals. The strategic HR plan and the Affirmative Action goals have to be revisited and evaluated from time to time. When goals are not being reached, the HR plan would have to be readjusted to show a good faith effort in reaching these goals. Further, the HR plan would have to be readjusted or changed when new Affirmative Action goals are

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