According to Bureau of Labor Statistics projections , the labor force in the United States is projected to increase by 17 million from 2000 to 2010. Statistics further indicate that the fastest rates of increase among workers will be among women and minorities. Therefore, employers must develop recruitment strategies that embrace and mirror these new demographic trends and support workplace equity initiatives. To devise an effective recruiting strategy, one must understand the mission of equal employment opportunity (EEO), the purpose of affirmative action plans and the management and value of diversity initiatives.

EEO means freedom from discrimination on the basis of sex, color, religion, national origin, disability and age. EEO rights are guaranteed by federal and state fair employment laws and are enforced by the Equal Employment Opportunity Commission (EEOC) and its state counterparts.

Affirmative action plans (AAPs) define an employer’s standard for proactively recruiting, hiring and promoting women, minorities, disabled individuals and veterans. Affirmative action is deemed a moral and social obligation to amend historical wrongs and eliminate the present effects of past discrimination. AAPs include numerical measures with the intent of increasing the representation of minorities. Federal contractors above certain dollar limits are required to institute AAPs under Executive Order 11246 and its regulations. The Office of Federal Contract Compliance Programs is charged with enforcing contractor affirmative action mandates. Without violating Title VII of the Civil Rights Act of 1964, other employers may institute voluntary AAPs to remedy past discrimination if certain conditions are met. These are set forth in EEOC guidance on the subject.

Diversity initiatives are goals devised to measure acceptance of minorities by embracing cultural differences within the workplace. Diversity initiatives are twofold: valuing diversity and managing diversity. The value of diversity is achieved through awareness, education and positive recognition of cultural differences within the workplace. The management of diversity expounds upon the experience and establishes the business case for diversity that is closely aligned with an employer’s organizational goals.

The combination of required or voluntary AAPs and diversity initiatives create opportunities for cultural inclusion, respect for differences, acceptance and respect for all workers.

Please Note: This material is provided as general information and is not a substitute for legal or other professional advice. Contact the Knowledge Center for more information.

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