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.
Consider provisions of the law and be guided when developing your policy. There are aspects about special interest groups that are expressly captured in the law. All plans by organizations should borrow from what the law provides. By imitating legal provisions, you will avoid legal challenges by employees or lobby groups as well as government bodies.
Get samples of plans from other companies. The best samples come from people in the same industry. Samples help you to get an idea of the issues to tackle and those to leave out. However, you must appreciate that all organizations are unique. Look at what defines your organization and operations and cater for it in your planning.
All persons in the organization should be involved in formulation of such a policy. They are the people who will be affected by its roll out. It means that if a particular part will hurt, they will be the first to suffer. Without involving them, you stand the risk of resistance during implementation. It will appear as though you are imposing issues that are not agreed upon at all levels. This becomes a weak point that will drive you to fail.
Think beyond your current situation when formulating the plans. Organizations usually formulate plans based on present challenges and situations. However, these situations are bound to change. It means that your policy will also change. When the focus is in the future, the need to change the situation on regular basis dissipates. It helps the organization to develop consistency and institutional memory. You also enjoy the advantage of institutional memory.
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.
Consider provisions of the law and be guided when developing your policy. There are aspects about special interest groups that are expressly captured in the law. All plans by organizations should borrow from what the law provides. By imitating legal provisions, you will avoid legal challenges by employees or lobby groups as well as government bodies.
Get samples of plans from other companies. The best samples come from people in the same industry. Samples help you to get an idea of the issues to tackle and those to leave out. However, you must appreciate that all organizations are unique. Look at what defines your organization and operations and cater for it in your planning.
All persons in the organization should be involved in formulation of such a policy. They are the people who will be affected by its roll out. It means that if a particular part will hurt, they will be the first to suffer. Without involving them, you stand the risk of resistance during implementation. It will appear as though you are imposing issues that are not agreed upon at all levels. This becomes a weak point that will drive you to fail.
Think beyond your current situation when formulating the plans. Organizations usually formulate plans based on present challenges and situations. However, these situations are bound to change. It means that your policy will also change. When the focus is in the future, the need to change the situation on regular basis dissipates. It helps the organization to develop consistency and institutional memory. You also enjoy the advantage of institutional memory.
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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