Affirmative Action

Affirmative Action (AA) is a set of requirements placed on government contractor employers to increase employment opportunities for women, minorities, veterans, and individuals with disabilities.

An Affirmative Action Plan (AAP) establishes the policies, procedures,and actions taken by an employer to show progress in ensuring equal opportunity in all aspects of employment. The AAP process doesn’t have to be complex, time consuming, or overwhelming. Let MRA help!

• Federal government contractors are required by Executive Order 11246 to document their affirmative action programs through compliance reports. Enforcement is conducted by the Office of Federal Contract Compliance Programs (OFCCP).
• Contractors with other government entities, such as state, county, or city, may have unique AA requirements.
• An AAP enhances your ability to attract and retain a talented and productive workforce, maintain your competitive edge, and retain government contracts.
• The AAP shows your commitment to eliminate unlawful discrimination and ensure equal opportunity in all aspects of employment.

You may need a federally compliant, written AAP if your organization:

• Has 50 or more employees
  and
• Has contracts or subcontracts with the federal government valued at $50,000+
  or
• Serves as a depository of government funds (most banks and financial institutions).

Important to know:

• Once a federal government contract is accepted, organizations have 120 days to put an AAP in place.
• A new AAP is required for every year an organization is under contract.
• Employers with a formal AAP must implemented it, keep it on file, and update their AAP.

To enforce compliance, workplaces are routinely audited by the governing agency. Many audits are random and a complete surprise, while others can be triggered by an applicant or employee complaint.

• Retain your contracts—Inaccurate or incomplete AAPs can result in the termination of government contracts already in effect and may disqualify you from future government contract opportunities.
• Reduce your financial risks—Affirmative Action violations and noncompliance can cause costly financial settlements and/or nonpayment of current contracts.
• Maintain your brand—Avoid poor local and national publicity.
• An AAP establishes policies, procedures, and actions designed to help employers to eliminate unlawful discrimination and ensure equal opportunity in all aspects of employment.

• Easy and cost effective – So you can direct your time and resources to other priorities.
• Vigilant with data – Processes and tools to keep your data safe.
• Knowledgeable – We understand affirmative action and rigorously stay on top of the regulations.
• Proven – Our team has completed thousands of AAPs and successfully supported employers through the government audit process.
• Personal service – We are more than an internet portal; we are live help. We get to know you and your organization.
• Support year-round – We are here for you during and after we develop your plan.
• Expert partner – Educating your team on regulations and best practices to make your plan a meaningful HR tool. When you're ready, we help strategize with you to take it to the next level – impacting engagement and diversity!