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AAP Executive Summary Office of Diversity and Affirmative Action 140 McKenna Hall, Ypsilanti, MI 48197 Phone: (734) 4871166 www.emich.edu/diversity Introduction This report summarizes the 2018 Eastern
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How to fill out affirmative action audit and

01
To fill out an affirmative action audit, follow these steps:
02
Begin by reviewing the affirmative action regulations and guidelines set forth by the governing body.
03
Collect and compile data related to your organization's workforce, such as employee demographics, hiring practices, promotions, and terminations.
04
Conduct a thorough analysis of the collected data to identify any underrepresented or disadvantaged groups within your workforce.
05
Develop strategies and action plans to address any identified disparities and promote diversity and inclusion.
06
Implement the action plans and monitor their effectiveness over time.
07
Document all the steps taken, including the analysis, strategies, and outcomes, for future reference and reporting purposes.
08
Regularly review and update the affirmative action audit to ensure ongoing compliance and improvement.

Who needs affirmative action audit and?

01
Organizations that are subject to affirmative action requirements, such as federal contractors and subcontractors, are typically required to conduct affirmative action audits.
02
Additionally, any organization that values diversity and inclusion and wants to proactively assess and improve their workforce's demographic representation and opportunities may choose to conduct an affirmative action audit voluntarily.
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Affirmative action audit is a process of reviewing an organization's policies and practices to ensure compliance with affirmative action laws and regulations.
Federal contractors and subcontractors are required to file affirmative action audits.
Affirmative action audits are typically filled out by HR or compliance departments within an organization.
The purpose of affirmative action audit is to promote equal opportunity and prevent discrimination in the workplace.
Affirmative action audits typically include data on workforce demographics, hiring practices, promotions, and training programs.
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