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.
Use samples to help you make a decision. The samples should be obtained from peers in the industry. This is important because those peers are facing the same challenges and legal framework as you. It means that their plans closely resemble what you should provide. Samples also give you a starting point other than having to work from a point of total ignorance.
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.
Plans should be developed with posterity in mind. It is normal for organizations to make policies based on present day challenges. However, the people and situations will change from time to time. It means that a policy that fits the people today will not be as good tomorrow. This is why you should focus on long term situations instead of the current one. Bias will cause you problems in future.
Engage experienced development consultants to help in designing the plan. Experienced consultants do not rely on trial and error. Rather, they draw on lessons learnt from other industries and peers to develop the best and most updated blend. It enables you to conform to the law and develop a progressive policy that does not require frequent modification. Experienced consultants are a worthy investment for your company.
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.
Use samples to help you make a decision. The samples should be obtained from peers in the industry. This is important because those peers are facing the same challenges and legal framework as you. It means that their plans closely resemble what you should provide. Samples also give you a starting point other than having to work from a point of total ignorance.
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.
Plans should be developed with posterity in mind. It is normal for organizations to make policies based on present day challenges. However, the people and situations will change from time to time. It means that a policy that fits the people today will not be as good tomorrow. This is why you should focus on long term situations instead of the current one. Bias will cause you problems in future.
Engage experienced development consultants to help in designing the plan. Experienced consultants do not rely on trial and error. Rather, they draw on lessons learnt from other industries and peers to develop the best and most updated blend. It enables you to conform to the law and develop a progressive policy that does not require frequent modification. Experienced consultants are a worthy investment for your company.
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.
About the Author:
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.
No comments:
Post a Comment