It is the duty of all organizations to ensure that different interest groups are catered for. It could be race, religion, gender, persons with disabilities or such interest groups. This is best done by developing a Company Affirmative Action Plan. This is a highlight of areas that require attention, the people involved and a formal policy on what must be done. Here are tips to enable you get the best plan.
Legal provisions must guide every stage of the development of such a plan. The law is usually very clear and cannot be over looked in the process of development. Failure to consider what the law says means that you will develop policies that contradict that law. Your employees, people affected and lobby groups will sue you for such omissions. The government will also be on your neck for such oversight.
Get tips from samples of other plans that are already in use in the industry. This is similar to getting a referral on how to develop your plan. There are peer companies in your sector that are already implementing affirmative action. Borrow from them and mirror their work. While at it, you must consider the unique situation you are dealing with as an organization. This uniqueness dictates the special provisions to be made.
Involve all workers and other people in the development of the policy. When it is completed, these are the people to benefit from it. It also means that they stand to be hurt by its roll out. Unless they are involved, implementation will feel like imposing the policy on them. It will turn out to be a weak point that leads to the down fall of your organization and the entire policy.
Plans should be developed with posterity in mind. It is normal for organizations to make policies based on present day challenges. However, the people and situations will change from time to time. It means that a policy that fits the people today will not be as good tomorrow. This is why you should focus on long term situations instead of the current one. Bias will cause you problems in future.
Look for an experienced consultant to work with you. Experience is important because you will not be starting on a clean slate of ignorance. You will also tap into his experience and in the process develop a solid policy that will not require review anytime in future. Further, this is a plan that will guide your organization for posterity. Invest in a good plan that provides stability other than having to change on regular basis.
Because organizations are not static, you should review the plans from time to time. The reviews are also supposed to take care of emerging issues. The issues may arise from legal changes or changes in the industry. The changes should be to improve and accommodate special interests as they emerge. Look beyond the current situation to avoid instability that might deny your organization the memory it requires.
Implementation must involve all stakeholders in the organization. This reduces the possibility of resistance when the policy is being implemented. You will also not be imposing rules on people who do not understand them. Clauses that are unfavorable to some people will be understood. Those that are favorable will also be understood.
Legal provisions must guide every stage of the development of such a plan. The law is usually very clear and cannot be over looked in the process of development. Failure to consider what the law says means that you will develop policies that contradict that law. Your employees, people affected and lobby groups will sue you for such omissions. The government will also be on your neck for such oversight.
Get tips from samples of other plans that are already in use in the industry. This is similar to getting a referral on how to develop your plan. There are peer companies in your sector that are already implementing affirmative action. Borrow from them and mirror their work. While at it, you must consider the unique situation you are dealing with as an organization. This uniqueness dictates the special provisions to be made.
Involve all workers and other people in the development of the policy. When it is completed, these are the people to benefit from it. It also means that they stand to be hurt by its roll out. Unless they are involved, implementation will feel like imposing the policy on them. It will turn out to be a weak point that leads to the down fall of your organization and the entire policy.
Plans should be developed with posterity in mind. It is normal for organizations to make policies based on present day challenges. However, the people and situations will change from time to time. It means that a policy that fits the people today will not be as good tomorrow. This is why you should focus on long term situations instead of the current one. Bias will cause you problems in future.
Look for an experienced consultant to work with you. Experience is important because you will not be starting on a clean slate of ignorance. You will also tap into his experience and in the process develop a solid policy that will not require review anytime in future. Further, this is a plan that will guide your organization for posterity. Invest in a good plan that provides stability other than having to change on regular basis.
Because organizations are not static, you should review the plans from time to time. The reviews are also supposed to take care of emerging issues. The issues may arise from legal changes or changes in the industry. The changes should be to improve and accommodate special interests as they emerge. Look beyond the current situation to avoid instability that might deny your organization the memory it requires.
Implementation must involve all stakeholders in the organization. This reduces the possibility of resistance when the policy is being implemented. You will also not be imposing rules on people who do not understand them. Clauses that are unfavorable to some people will be understood. Those that are favorable will also be understood.
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To establish and maintain your company affirmative action plan, make sure you refer to our official website right now at http://www.affirmativeactionconsulting.com/eeoc-and-importance-of-aap.
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