Affirmative Action Plan
2010-2011
Office for Institutional Equity and Compliance
Park Central Office Building, Suite 111
836-4252
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8/17/2010
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Meeting Agenda
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What is Affirmative Action?
What is an Affirmative Action Plan (AAP)?
The different sections of an AAP
What is a goal?
How do you use the AAP to determine if there is a goal?
What should you do if there is a goal?
Outreach efforts
Questions and Answers
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Affirmative Action is…
• Organizations having and abiding by an equal opportunity
policy;
• Organizations analyzing its workforce to assess possible
underutilization of women and minorities;
• Organizations developing a plan of action to eliminate
underutilization and making a good faith effort to execute
the plan.
The goal of AA is a diverse workforce!!
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Affirmative Action does not allow…
• Quotas
• Extending preferences to any individual based on race,
color, religion, gender, or national origin
• Merit selection procedures to be superseded by affirmative
action programs
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What is an AAP?
• An AAP is a management tool designed to ensure equal
employment opportunity
• AAP’s contain a diagnostic component designed to evaluate the
composition of the University’s workforce and compare it to the
composition of the relevant labor pool
• AAP’s also include action–oriented programs designed to
address the underutilization of underrepresented groups
• Finally, AAP’s include internal auditing and reporting systems
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Sections of an AAP
• Quantitative
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Workforce Analysis
Job Group Analysis
Availability Analysis
Utilization Analysis
Personnel Action Analyses
Compensation Analysis
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• Qualitative (Narrative)
• Responsibility for the AAP
• Identification of Problem
Areas
• Action-Oriented Programs
• Internal Audit and Reporting
Systems
| Office for Institutional Equity and Compliance
What is a goal?
• A goal is established when the percentage of minorities or
women employed in a particular job group is less than
would reasonably be expected given their availability
percentage in that particular job group
• Placement goals serve as targets reasonably attainable by
applying every good faith effort to make the AAP work
• Placement goals are also used to measure progress toward
achieving equal employment opportunity
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A goal is NOT /does NOT….
• Quotas
• Provide the University with a justification to extend a preference to
any individual
• Create set-asides for specific groups
• Supersede merit selection principles
• Require the University to hire a person who lacks the minimum
qualifications for a job, or hire a less-qualified person in preference
to a more-qualified one
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How do you find out if there is a goal?
• In the JOB GROUP ANALYSIS, locate the position and
determine which job group the position is in.
• In the UTILIZATION AND SIGNIFICANCE section, locate
the specific job group. If a goal is in place, there will be a
YES in the far right-hand column.
• The left-hand column under the heading Employment %,
identifies the current University employment percentages.
• The middle column under the heading Availability %
represents the % of available minorities or females, as
appropriate, for that job group.
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What should you do if there is a goal?
• Where a placement goal is set, the unit must develop action
oriented steps to increase the recruitment and training for
minorities and women, or both.
• The action oriented steps (outreach efforts) developed by the unit
must be provided in writing to the Office for Equity and Diversity for
internal auditing and reporting purposes.
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| Office for Institutional Equity and Compliance
Outreach Efforts
Action-oriented programs work best if they are…
• Specific, results oriented and well executed including what the
actions are, who will accomplish them, how and when they will be
accomplished;
• Developed based on skill requirements and focused on needs of
the targeted population;
• Designed to include defined procedures for monitoring and followup.
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| Office for Institutional Equity and Compliance
Examples of Action-Oriented Programs
• Recruitment of applicants in professional publications or journals
focusing on women, ethnic/racial minorities, veterans and/or
persons with disabilities;
• Mentoring program focused on developing women, ethnic/racial
minorities, veterans and/or persons with disabilities;
• Inclusion of EO/AA and reasonable accommodation language in
announcements.
Be sure to tell us what you’re doing!!!!
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Overview of Related Policies
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University Nondiscrimination Policy
Policy Prohibiting Discrimination and Harassment
Equal Opportunity Publication Policy
Office for Equity and Diversity Complaint Procedures
Available online at
http://www.missouristate.edu/equity/
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| Office for Institutional Equity and Compliance
Related Programs
• Diversity Hiring Program
• Dual Career Assistance Program
Available online at
http://www.missouristate.edu/equity/47477.htm
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Questions and Answers
For additional information:
Office for Institutional Equity and Compliance
417/836-4252 equity@missouristate.edu
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