Reasonable Affirmative Actions | Summary and Q&A

TL;DR

Affirmative action aims to address underutilization of women and persons of color, with goals and timetables for improvement.

Key Insights

• 😫 Reasonable affirmative actions for improving utilization include setting goals, considering past discrimination, and the availability of qualified candidates.
• 🧔‍♀️ Contractors must establish placement goals equal to the availability of women and minorities, unless substantial differences in utilization exist.
• 🌱 Goals in affirmative action plans should not be rigid quotas but serve as benchmarks for improvement.
• 👋 Affirmative action requires a sincere good-faith effort to improve utilization, going beyond the minimum legal requirements.

Transcript

Read and summarize the transcript of this video on Glasp Reader (beta).

Questions & Answers

Q: What are reasonable affirmative actions for improving utilization of women and persons of color?

Reasonable actions include setting goals and timetables for improvement, considering past discrimination, qualified candidates, and job opportunities. Contractors must establish placement goals equal to availability.

Q: What are the guidelines for setting goals in affirmative action plans?

Guidelines emphasize considering past discrimination, the need for prompt improvement, availability of qualified candidates, and job opportunities. Goals should be ambitious based on the severity of underutilization and the opportunity to remedy it.

Q: Can placement goals in affirmative action plans be considered quotas?

No, placement goals should not be rigid quotas that must be met. They are benchmarks for improvement and should not be considered as either a ceiling or a floor for employment of particular groups.

Q: How should employers approach affirmative action plans?

Employers should approach affirmative action plans with a sincere good-faith effort to improve utilization, rather than blindly adhering to numerical goals. Affirmative action involves creative problem-solving and going beyond minimum legal requirements.

Summary & Key Takeaways

• Affirmative actions for improving utilization include setting goals and timetables for increasing representation of women and minorities.

• Guidelines stress the consideration of past discrimination, prompt improvement, availability of qualified candidates, and job opportunities.

• Contractors must establish placement goals equal to the availability of women and minorities unless substantial differences in utilization exist.