Affirmative Action 101 - Pop Quiz

1. Which of the following is NOT true of affirmative action? a. Includes positive steps to remedy the effects of past discrimination. b. Includes placement quotas to ensure equal employment. c. Serves as a management tool to ensure equal employment. d. Includes a diagnostic component that compares minority/female workforce to relevant labor pools. 　2. True or False: Title VII of the Civil Rights Act of 1964 protects white males from discrimination on the basis of race. 　 3. Affirmative Action is required because it: a. Is the law. b. Is a contractual agreement. c. Promotes "best" practices through Action Oriented Programs. d. Optimizes utilization of available labor pools. e. Enhances recruiting efforts. f. All of the aboveA written Affirmative Action Plan (AAP) documents your company's compliance in accordance with applicable Federal regulations. Developing an AAP can be a tedious and often frustrating process. The Project Teams of THOMAS HOUSTON function with a great understanding of these issues. Extensive experience with the concerns and processes of combining government compliance with astute human resource management allows us to alleviate the pressures involved in developing your AAP. For information on the affirmative action preparation services offered by THOMAS HOUSTON associates, inc., call (800) 330-9000 or click here to schedule a convenient time to receive a call from a member of our Sales Team. This information is intended to be educational and should not be considered legal advice on any specific matter.

Answers 1. b. Quotas are forbidden. Placement Goals are required in an affirmative action plan. Placement Goals serve as objectives/targets reasonably attainable and to measure progress toward achieving equal employment. 2. True - All races and both sexes are granted protection under Title VII of the Civil Rights Act of 1964. This is illustrated in the October 2010 OFCCP settlement with Tyson Refrigerated Processed Meats. 3. b. Affirmative action is a contractual agreement with a customer - the Federal government. The Office of Federal Contractor Compliance Programs (OFCCP) requires that Federal contractors and subcontractors take affirmative action to ensure that all individuals have an equal opportunity for employment. Although affirmative action itself is not a law, the objectives of civil rights laws are achieved through the practice of affirmative action. Promoting "best" practices through action-oriented programs, optimizing utilization of available labor pools and enhancing recruiting efforts are all important benefits of affirmative action.