Most companies underfund their compliance departments because affirmative action compliance is seen as a check-the-box exercise that doesn't produce money.

Fremont, CA: The word "affirmative action" has a lot of negative implications. Some people still believe affirmative action entails taking something from one group and giving it to another. In truth, affirmative action programs' goals are anchored in ensuring that this does not happen.

Whether or not the terms "affirmative action" are used in public, the programs themselves and the work they require may and should be made more visible, both within government contractor companies and in the public eye.

Here are three ways to improve affirmative action compliance:

Be Self-Critical

Consider new techniques after taking a close, self-critical look at how your organization has traditionally approached affirmative action compliance. Perhaps the "normal" means of addressing affirmative action compliance isn't the standard we require.

We may look back on and learn from more than half a century of experiences. To design a plan forward, we must draw on that broad history and each company's previous efforts.

Share Mindful Statements and Solutions

Be straightforward, concrete, and honest while conveying your narrative and opinion. Explain how your organization has tackled diversity and compliance in the past, highlighting any accomplishments while being open about any flaws and describing the new techniques you aim to implement in the future.

Ensure the solution you provide is legal, practical, and suitable before announcing or adopting any new policies. Involve any associated affinity or employee resource groups you may have or seek outside help to ensure that the relevant signals are communicated and that your good intentions are not masked by poor wording or tone.

Marshal the Necessary Resources

Most companies underfund their compliance departments because affirmative action compliance is seen as a check-the-box exercise that doesn't produce money. In truth, firms that fully embrace D&I get tangible commercial benefits by prioritizing affirmative action.

According to human resources executives, affirmative action initiatives must have the financing, resources, and support they require to be successful. That begins with being outspoken and reminding their company's leadership of their existence and significance. The next step is to identify what you require and then to request it.

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