Hooray! I am no longer in denial – as I heard it put by an HR speaker recently. She asked the group – have many of your organizations have an Affirmative Action Plan – and how many of you are still in denial? Me and my Company are now in compliance with 41 CFR 60. With the help of a good friend of mine, who is in the HR Consulting business and has written a number of these plans, we are now fully compliant. Yes, we do have an Affirmative Action Plan.
Knowing what I know now, I think that actually was the easy part – writing and putting the plan in place. Now comes the really tough stuff like:
- Actually trying to find and hire the individuals to help us meet our AAP goals
- Getting “real” buy-in from department and hiring managers (translations not letting them think this is another BS HR program)
- Figuring out how to get applicants to voluntarily comply with my requests to provide data
- Planning for what year two of the plan will bring.
While it is refreshing to know that if someone from OFCCP drops in to see me I can proudly tell them, “Yep I have one, do you want to see it.” Or when anyone from our sales department emails me ans sends me a document about being a Federal Contract and then asks, “What the hell is this all about?”
I also got a lot of help and support from my friends over at People Clues. The system upgrades they have made have allowed me and others to collect the needed information without having to do much, other than open an Excel spreadsheet with a csv file. This was an awesome fix to my issue. It works so well because we have adopted the philosophy that ALL applicants must apply on-line. This tactic leaves no holes in our data.
I am still new to this affirmative action stuff but me and my Company are making progress. There is much to learn and much to accomplish. I would love to swap war stories with anyone who has gone down this path — and learned a few things along the way.