Affirmative Action Plan: A Detailed Report and Analysis

This report presents a detailed analysis of an affirmative action plan, outlining its essential elements and significance. It begins by defining the goals of the plan, which focus on improving knowledge of diversity and promoting inclusiveness within an organization. The report then describes various activities designed to achieve these goals, such as conducting surveys, analyzing concerns, and developing anti-discrimination policies. It also identifies the necessary resources, including content, legislation, trainers, and HR personnel, as well as the responsible party and timeframe for implementation. The report emphasizes the expected outcome of these activities, which is increased knowledge of diversity-based needs and the promotion of inclusiveness. The report also references key academic sources to support its findings and offers a structured approach to understanding the components of an effective affirmative action plan, including goals, activities, resources, responsible parties, timeframes, and anticipated outcomes. This comprehensive approach supports organizations in improving their business operations and achieving their common goals. The report concludes by highlighting the importance of a well-structured affirmative action plan in fostering a diverse and inclusive workplace, which is critical for adhering to anti-discrimination legislation and enhancing innovation.

Running head: AFFIRMATIVE ACTION PLAN
AFFIRMATIVE ACTION PLAN
Name of the student
Name of the university
Author note

1AFFIRMATIVE ACTION PLAN
Draft of an affirmative action plan
Goals Activities Resources Responsibl
e person
Timefram
e
Expected
outcome
Developin
g
knowledge
on the
diversity
and its
need
 Conducting
surveys for
identifying
concern
 Analyzing the
concern
 Holding
meetings with
CEO and the
business level
stakeholders
 Developing
policy for
anti-
discriminatio
n at
workplace
Briefing
content,
legislations
, survey
sheets,
trainers and
presenters
HR of the
organization
4-5 months The increased
knowledge on
the diversity
based needs
and the
manner in
which
inclusiveness
to diverse
range of
population
might be
made would
enable the
organization
in adhering to
the anti-
discriminatio
n related
legislation

2AFFIRMATIVE ACTION PLAN
and improve
on its
innovative
capabilities
Basic elements of the action plan and its importance
The goals in an affirmative action plan denotes the common goals for which the activities
are being considered. In accordance with the given scenario of the organization focusing on
implementing a knowledge based approach for tackling discrimination the goal is to improve
cognition and thereby develop steps towards inclusiveness. According to Weatherspoon (2018),
the goals in the action plans allows an organization in delineating the different activities that
might be considered by the same for the sustenance and benefit of the venture. The activities are
set of planned actions that are required to be undertaken by the stakeholders in an organization
for establishing the common goal.
The set of activities that have been enumerated in the above affirmative action plan aims
towards fulfilling the requirements of the goal for the venture. Hinojosa et al. (2016) stated that
the activities and actions support an organization in practically implementing the procedures in
the organizational framework for adhering to the goals of sustenance. The overall resources that
are required by the organizations for establishing the goals with the assistance of the planned
activities are also enlisted in the affirmative action plan. Sinclair and Carlsson (2019) stated that
the list of resources in the action plan paves way for an organization in identifying the different
costs that might be incurred by the same while operating as per the common goals of the venture.
The responsible person in the action plan demoted the people who are included in the different
activities that are planned by the organization.

3AFFIRMATIVE ACTION PLAN
Collins (2018) opined that the representation of the responsible person in the action plan
is undertaken with the objective of conferring and communicating the duties more evidently to
the respective personnel for the collaborative functioning of all the stakeholders. The time frame
develops an idea on the time that might be required by an organization in completing the sorted
activities. The expected outcome of the different activities are also enumerated as a part of the
affirmative action plan with the purpose of identifying the rationale for the different activities.
Sinclair and Carlsson (2019) stated that the complete affirmative action plan supports an
organization in increasing the effectiveness of the business operations while operating as per the
common goals of the venture. Therefore, the different goals, activities, resources, responsible
person, time frame and expected outcome generates a more planned approach for an organization
while progressing towards achieving the common aims of the venture.

4AFFIRMATIVE ACTION PLAN
References
Collins, S. M. (2018). Diversity and Affirmative Action: A Closer Look at Concepts and Goals.
In Challenging the Status Quo (pp. 11-40). Brill.
Hinojosa, D., Natarajan, R., Cantu, N., & Gutierrez, H. (2016). Ethical Considerations in
Advocating for Affirmative Action. Tex. Hisp. JL & Pol'y, 22, 89.
Sinclair, S., & Carlsson, R. (2019). Reactions to Affirmative Action Policies in Hiring: Effects of
Framing and Beneficiary Gender.
Weatherspoon, F. D. (2018). Equal employment opportunity and affirmative action: A
sourcebook. Routledge.