Affirmative action, as defined by OFCCP regulations, is the contractor’s responsibility to take steps to guarantee that applicants are hired and that workers are treated fairly during employment. This fair treatment is regardless of their race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Given the regulations, all aspects of employment, such as hiring, advancement, dismissal, and pay, are subject to the affirmative action requirement.
Also, the OFCCP upholds anti-discrimination and affirmative action rules to give government contractors equitable employment opportunities. However, some post-secondary educational institutions adopted a completely different interpretation of affirmative action. This makes it possible for race to be one factor in the admissions process among many.
What you will learn:
- The historical and legal context of affirmative action
- Federal laws that pertain to affirmative action
- Essential elements that should be included in an affirmative action plan
- Best practices of successful affirmative action programs
Details
Course length: 45 minutes. CME: 0.75
Languages: American English
Key features: Audio narration, learning activity, and post-assessment.
American Medical Compliance is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing education to physicians. Our Continuing Medical Education (CME) program is committed to enhancing the knowledge, skills, and professional performance of healthcare providers to improve healthcare outcomes. Through high-quality educational activities, we aim to address the identified educational gaps to support the continuous professional development of our medical community. American Medical Compliance designates this activity for a maximum of 0.75 AMA PRA Category 1 Credits. Physicians should only claim this credit for their complete participation in this activity.
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The Legal Side of Equal Opportunity
It is best to think of the current scope of affirmative action programs as an extension and continuation of our national endeavor to address the subjugation of women and racial and ethnic minorities. Actually, this was mandated by law when our nation was founded and it still is for “baby-boomers.” Some efforts were launched before the enormous wave of civil rights laws in the 1950s and 1960s. However, affirmative efforts did not really take off until it became evident that anti-discrimination laws by themselves could not end entrenched discriminatory practices.
Racial and ethnic minorities, as well as women, have faced social and legal marginalization throughout a significant portion of this century. Moreover, Hispanic and African American workers were separated into low-paying jobs, typically in agriculture. Furthermore, Asian Americans toiled on farms they could not legally own because it was illegal for them to be landowners. Many states had laws prohibiting women from working in certain professions, including law, medicine, bartending, fire fighting, mining, and bartending.
Developing an AAP
The goal of affirmative action is to give eligible workers fair access to employment opportunities. This allows the workforce to more closely match the demographics of the qualified labor force that is available in the relevant job market. Furthermore, by implementing these rules and activities, efforts are made to attract, employ, and advance a diverse group of people. These qualified individuals include women, minorities, and people with disabilities.
AAPs should be prepared with customization in mind, taking into account the organizational structure, rules, procedures, programs, and data of the company. Typically, distinct AAPs are needed for every establishment. When it makes sense, a business may have many locations at two or more locations if those locations are in the same labor market or recruitment region.
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