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.
Use samples to help you make a decision. The samples should be obtained from peers in the industry. This is important because those peers are facing the same challenges and legal framework as you. It means that their plans closely resemble what you should provide. Samples also give you a starting point other than having to work from a point of total ignorance.
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.
Workers must participate in implementation instead of it appearing like it is being imposed. Since they participated in development, there will be less resistance during implementation. This reduces acceptance time and the possibility of judicial challenge. Involvement means that they will understand clauses that are unfavorable and those in their favor. This is an important ingredient for smooth implementation.
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.
Use samples to help you make a decision. The samples should be obtained from peers in the industry. This is important because those peers are facing the same challenges and legal framework as you. It means that their plans closely resemble what you should provide. Samples also give you a starting point other than having to work from a point of total ignorance.
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.
Workers must participate in implementation instead of it appearing like it is being imposed. Since they participated in development, there will be less resistance during implementation. This reduces acceptance time and the possibility of judicial challenge. Involvement means that they will understand clauses that are unfavorable and those in their favor. This is an important ingredient for smooth implementation.
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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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