The letter that you are about to read is directed for intent to the Board of Directors of this company. I am writing to indicate the significance of affirmative action within your company, along with the compliances of the equal employment opportunity law. The treatment of individuals in all aspects of employment (e.g. hiring, promotion, training, etc,) must be, implemented in a fair and nonbiased manner, according to the equal employment opportunity, Axia 2009. In such cases, within your company, affirmative actions as well, need to be, addressed. Affirmative action is a policy that goes beyond equal employment opportunity by requiring organizations to comply with the law and correct past discriminatory practices by increasing the numbers of minorities and women in specific positions, Axia 2009.

Preventing any discriminatory charges, with the risk of company (business) discredit and, or fines, is necessary for every business owner (company) to consider in the upholding of their company. Equally, preventing any form of discriminatory act, or discrimination, is a comprehensive EEO policy, Axia 2009. There are several ways, in which, this company can use managers and supervisors to implement, or put into practice the majority of hands on demands for preventing and correcting any, and all discrimination within the company. However, there must first be, a comprehensive training program positioned to be effective.

Note-below, you will find what must be employed into a comprehensive training program.

1. The prohibitions covered in the various EEO statues
2. Guidance on how to respond to complaints of discrimination
3. Procedures for investigating complaints
4. Suggestions for remedying inappropriate behavior

Other Incentives

In addition to your now, included, well-developed comprehensive training program, an affirmative actions program must be, implemented as well. To abide by the OFCCP regulations, your company must also adhere to; and provide an organizational profile that graphically illustrates their workforce demographics, and establish goals and timetables for employment of underutilized protected classes. Your company must also develop actions and plans to reduce underutilization, including initiating proactive recruitment and selection methods, and monitor progress of the entire affirmative action program, Axia 2009. By adhering to the request of the OFCCP, your company will lessen the chance of being accused, and charged with reverse discrimination.

Steps in Developing an Effective Affirmative Action Program

To ensure that your company does not fall in the trenches of; knowingly and unknowingly discrimination, or reverse discrimination, please follow the requisite steps for the development, or the expansion of an effective affirmative action program.

Step One: Issue a written equal employment opportunity policy and affirmative action commitment.

Step Two: Appoint a top official with responsibility and authority to direct and implement the program.

Step three: Publicize the policy and affirmative action commitment.

Step Four: Survey present minority and female employment by department and job classification.

Step Five: Develop goals and timetables to improve utilization of minorities and women in each area where underutilization has been, identified.

Step Six: Develop and implement specific programs to achieve goals.

Step Seven: Establish an internal audit and reporting system to monitor and evaluate progress in each aspect of the program.

Step Eight: Develop supportive in-house and community programs.

Reasons Called For the Intent of This Letter

The reason(s) that your company has been, challenged in affirmative actions compliances are because of the affirmative actions, within your company has not consistently resulted in improvement of the employment status of protected groups. The individuals hired under affirmative action programs sometimes feel prejudged and assumed capable only of inferior performance, and, in fact, certain selected individuals within your company, are sometimes viewed by others as “tokens.” In addition, your company’s affirmative action programs of either voluntary or forced compliances have failed to; effectively assimilate protected classes into your organizational, or company’s workforce. Furthermore, preferences shown toward one protected class have, or may have, created conflicts between other minority groups within your company.

Affirmative Action and the Laws of the Equal Employment Opportunity

As stated above, affirmative action is a policy, which goes beyond equal employment opportunity; however, for affirmative action to be, executed; companies must abide by the equal employment opportunity law, and comply to current and past discriminatory practices. To provide an effective management system; your company’s board of directors must pass down the legal aspects of employment relationships. Such legislations include the Equal Pay Act; Title VII of the Civil Rights Act of 1964; Age Discrimination in Employment Act; Equal Employment Opportunity Act of 1972; Pregnancy Discrimination Act; Americans with Disabilities Act; Civil Rights Act of 1991, along with various other executive orders.

Recommendations

To comply with the Equal Employment Opportunity Commissions, and to ensure affirmative action within your company, it will be requisite for the Board of Directors to adhere to the findings of this letter.

Sincerely,

Mrs. Thiesha Denise Jones-Frazier

References

Affirmative Action and Equal Employment: A Guidebook for Employers, vol. 1 (Washington, DC: Equal Employment Opportunity Commission, 1974), 16–17.

Axia College University of Phoenix, week one, chapter 3. January 09, 2009.