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AFFIRMATIVE ACTION PROGRAM FOR INDIVIDUALS WITH DISABILITIES University of North Georgia All Data March 1, 2018, through February 28, 2019TableofContentsPreface EqualEmploymentOpportunityandAffirmativeActionStatementofPolicy Definitions ResponsibilityforImplementation RequestforSelfIdentification ReviewofPersonnelProcesses ReviewofPhysicalandMentalJobRequirements ReasonableAccommodations Compensation InternalCommunicationProcedure Harassment Training InternalDisseminationofPolicy O
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01
Research and understand the legal requirements for an affirmative action plan in your country or region.
02
Collect data on your workforce demographics, including information on race, gender, disability status, and veteran status.
03
Analyze the collected data to identify any underrepresented groups within your organization.
04
Set specific goals and objectives for increasing diversity and representation of underrepresented groups.
05
Develop strategies and action steps to achieve the set goals, such as targeted recruitment efforts, training programs, or mentorship initiatives.
06
Implement the affirmative action plan by integrating diversity and inclusion practices into your organization's policies and procedures.
07
Monitor and evaluate the progress of your affirmative action plan regularly to ensure its effectiveness.
08
Make adjustments and improvements to the plan based on the feedback and outcomes of the monitoring process.
09
Train your workforce on the importance of diversity and inclusion and ensure their understanding and support of the affirmative action plan.
10
Communicate your organization's commitment to affirmative action and diversity to internal and external stakeholders.
11
Stay updated on current legal requirements and best practices to ensure ongoing compliance and effectiveness of your affirmative action plan.

Who needs affirmative action plan for?

01
Employers or organizations that are subject to legal requirements or voluntarily choose to promote diversity and inclusion within their workforce.
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Affirmative action plans are designed to promote equal opportunity and eliminate discrimination in the workplace.
Federal contractors and subcontractors with 50 or more employees and contracts of $50,000 or more are required to file affirmative action plans.
Affirmative action plans require collecting data on workforce demographics, conducting an analysis of disparities, and implementing strategies to address any issues.
The purpose of affirmative action plans is to ensure equal opportunity in employment and prevent discrimination based on factors such as race, gender, and disability.
Affirmative action plans typically include data on workforce demographics, recruitment and hiring practices, promotions, terminations, and training programs.
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