Executive Order 11246
Posted on: 2011-02-11
Executive Order 11246 Federal Contractors and Subcontractors Developing A Written Affirmative Action Program
Creating an Affirmative Action Plan
As the job market continues to be more competitive companies are increasing having to justify their recruiting practices. Creating an Affirmative Action Plan as directed by Executive Order 11246 (US Department of Labor) is becoming more and more important.
An Affirmative Action Plan generally consists of statistical analyses of the employer's "underutilization" of individuals from certain protected classes and includes the steps that will be taken to improve their representation within the employer's workforce. Taking steps to implement your plan is not to be taken lightly. Consulting with a labor attorney is highly recommended.
Executive Order 11246 applies to Federal contractors and subcontractors that employ 50 or more employees and enter into at least one contract of $50,000 or more with the federal government. Under an audit this entities must prepare and maintain a written affirmative action program for the recruitment, hiring, and promotion of women, minorities, disabled individuals, and protected veterans. Executive Order 11246 requires that separate Affirmative Action Plans must be implemented for women and minorities, Vietnam era and certain other veterans, and disabled individuals. According to the order this plan must be written each year.
An Affirmative Action Plan includes (information provided by Personnel Policy Service, Inc)
1. An organizational profile (that generally may be based on the contractor's organizational chart).
2. A job group analysis that compares jobs with similar content, wage rates, and opportunities.
3. An analysis of the placement of incumbents (current employees) in job groups, stating the percentage of minorities and women in each job group.
4. A determination of availability of qualified minorities or women in the area available for employment in a given job group.
5. A comparison of incumbents (current employees) to available qualified minorities and women.
6. Placement goals for particular job groups.
7. A designated person responsible for the implementation of the program.
8. In-depth analyses of problem areas in the contractor's employment process.
9. Action-oriented programs to correct any problems areas identified and to attain established goals and objectives.
10. An internal audit and reporting system that periodically measures the effectiveness of the affirmative action plan.
WomensJobList is a vital tool for many businesses interested in promoting women inclusion. The Federal Reserve Bank and the FHFA have used WomensJobList to promote women inclusion within their workforce.
For additional information or to receive a WomensJobList media kit please contact:
Meghan Kirk
Marketing Manager
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888-984-3547