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Affirmative Action

Executive Order 11246 protects employees of covered Federal contractors and sub-contractors from employment discrimination on the basis of race, color, religion, sex and national origin. The Executive Order also requires that certain employers take affirmative action to ensure that all qualified applicants and employees receive equal employment opportunity. E.O. 11246 and its regulations are administered and enforced by the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP).

Affirmative action, or positive measures, must be taken by covered employers to recruit and advance qualified minorities and women for jobs in which they are underutilized relative to their availability. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.

Employers are also required to take all necessary actions to ensure that no one attempts to intimidate or discriminate against an individual for filing a complaint or participating in a proceeding under the Executive Order.

Our consultants have worked very closely with regional OFCCP offices and have hands on expertise in developing plans and managing desk audits. We provide:

  • Comprehensive Affirmative Action Plans
  • Detailed AAP Reviews
  • Audit Management and Support for desk audits
  • Comprehensive Data Analysis

Please contact us to see how our AA consultants can provide you the support that you need for your Affirmative Action programs.

AAP Tips

Things you should do:

  • Review AAP in detail, become familiar with problem areas and strengths and be prepared to address.

  • Look very closely at all admissions of problems, especially those involving adverse impact; consult with legal counsel as appropriate.


  • Identify specific steps the company has taken or plans to take to rectify any problem(s) identified.


  • If affirmative action efforts were not successful, be prepared to explain.


  • Make sure AAP and AAP policy are appropriately signed and dated.

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