Each organization and sector has special interests that need to be taken care of through affirmative action. These interests include gender, race, religion, disability and many other issues. A company affirmative action plan guides the organization on how to deal with such issues in order to avoid legal conflicts or challenges by lobby groups. Here are pro tips on how to develop 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.
Involve the entire organization in formulation of such policies. It is the people in the organization who know where it pinches. They will also feel part of your work and will eagerly support the implementation of the policy once it is launched. Failure to involve all the employees means that you will be imposing the policy onto them. They will react through resistance.
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.
Work with experienced consultants when planning for your organization. Experience means that your consultants will not be imagining issues but will be borrowing from what they have observed in other organizations. This enhances the practicability of your plan. Experienced consultants are investment that is worth making for the good of any organization.
Leave room for your policy to be reviewed on regular basis in future. Such reviews help you to accommodate changes that happen in the sector and your organization. The reviews also assist in improving conditions since composition of workforce changes over time. Without room for review, you will be assuming that your organization is perfect.
Implementation of any plan for the organization should include full participation of workers. Involvement of workers in the development and implementation helps to avoid friction or misunderstanding. They will understand areas where they are not favored and appreciate where they will be favored. Until a policy is embraced by all, it will never be implemented smoothly.
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.
Involve the entire organization in formulation of such policies. It is the people in the organization who know where it pinches. They will also feel part of your work and will eagerly support the implementation of the policy once it is launched. Failure to involve all the employees means that you will be imposing the policy onto them. They will react through resistance.
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.
Work with experienced consultants when planning for your organization. Experience means that your consultants will not be imagining issues but will be borrowing from what they have observed in other organizations. This enhances the practicability of your plan. Experienced consultants are investment that is worth making for the good of any organization.
Leave room for your policy to be reviewed on regular basis in future. Such reviews help you to accommodate changes that happen in the sector and your organization. The reviews also assist in improving conditions since composition of workforce changes over time. Without room for review, you will be assuming that your organization is perfect.
Implementation of any plan for the organization should include full participation of workers. Involvement of workers in the development and implementation helps to avoid friction or misunderstanding. They will understand areas where they are not favored and appreciate where they will be favored. Until a policy is embraced by all, it will never be implemented smoothly.
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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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