Affirmative action plan (AAP) is a set of management policies and practices which seeks to provide equal employment opportunities to all by eliminating such barriers for women, minorities, physically challenged people and other less privileged sections of the society.
This practice is prevalent across various developed and developing countries of the world, more so in countries with highly heterogeneous populations. It had been formalised through the International Convention on the Elimination of All Forms of Racial Discrimination.
However, the methods for AAP varies widely across countries. While the quota system for employment is legislated in India, it is illegal in the United States. Somewhere, AAP promotes the financially weaker strata, while in other locations, it is solely caste-based.
A typical organisational AAP must reflect theorganisation’s structure, profile, policies, practices, programs, and data. These are required for comprehending understanding of the organisation’s operations and the relevance of AAP in that context. Some typical components of an AAP will be:
Workforce analysis: No. of employees in each designation (e.g. 20 general managers in accounting department)
Job group analysis: Grouping of designations according to similarity in job (e.g. Group-1 may include general manager, controller and personnel manager)
Utilisation analysis:Utilisation and need of a particular category in each group (E.g. 20% women in Group-1)