About Affirmative Action Plans (AAP)
Affirmative action refers to policies that take factors including "race, color, religion, gender, sexual orientation or national origin" into consideration in order to benefit an underrepresented group, usually as a means to counter the effects of a history of discrimination. The focus of such policies ranges from employment and education to public contracting and health programs.
The term "affirmative action" was first used in the United States. It first appeared in Executive Order 10925, which was signed by President John F. Kennedy on March 6, 1961, and it was used to refer to measures to achieve non-discrimination. In 1965, President Lyndon B. Johnson issued Executive Order 11246 which required federal contractors to take "affirmative action" to hire without regard to race, religion and national origin. In 1968, gender was added to the anti-discrimination list.[2] Matching procedures in other countries are also known as reservation in India, positive discrimination in the United Kingdom, and employment equity in Canada.
Affirmative action is intended as an attempt to promote equal opportunity. It is often instituted in government and educational settings to ensure that minority groups within a society are included in all programs. The justification for affirmative action is that it helps to compensate for past discrimination, persecution or exploitation by the ruling class of a culture,[3] and to address existing discrimination.[4] The implementation of affirmative action, especially in the United States, is considered by its proponents to be justified by disparate impact.
For more review the PPT presentation on the Train Me Today website under articles.
The term "affirmative action" was first used in the United States. It first appeared in Executive Order 10925, which was signed by President John F. Kennedy on March 6, 1961, and it was used to refer to measures to achieve non-discrimination. In 1965, President Lyndon B. Johnson issued Executive Order 11246 which required federal contractors to take "affirmative action" to hire without regard to race, religion and national origin. In 1968, gender was added to the anti-discrimination list.[2] Matching procedures in other countries are also known as reservation in India, positive discrimination in the United Kingdom, and employment equity in Canada.
Affirmative action is intended as an attempt to promote equal opportunity. It is often instituted in government and educational settings to ensure that minority groups within a society are included in all programs. The justification for affirmative action is that it helps to compensate for past discrimination, persecution or exploitation by the ruling class of a culture,[3] and to address existing discrimination.[4] The implementation of affirmative action, especially in the United States, is considered by its proponents to be justified by disparate impact.
An affirmative action plan is a set of goal-oriented management policies and procedures to eliminate barriers to employment opportunities for minorities, women and qualified disabled persons that are not based on specific job requirements.
The plan includes a contractor's self-examination of its workforce
and employment practices and sets forth action-oriented programs to
identify and correct deficiencies in the areas of equal employment
opportunity.
Elements of an Affirmative Action Plan (AAP) include:
Placement of Goals
Discrimination Analysis
Action Plans
Ongoing Analysis
For more review the PPT presentation on the Train Me Today website under articles.
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