AboutJohn Fuller Expertise I can answer questions pertaining to Affirmative Action, how an affirmative action plan is developed, definitations included within an affirmative action plan, goals versus quotas, misperceptions, rolling out the affirmative action plan with specific action items and areas that are action items. I can answer questions pertaining to Civil Rights violations, investigations of violations and methods and means to be proactive to ensure awareness of civil rights. I am not an attorney and cannot answer or provide information relating to legal, court-related, or case law.
Experience Experience in the area
Diversity,EEO, and Affirmative Action Officer for Johns Hopkins Hospital
EEO, Ethics, and Affirmative Action Officer for Fortune 300
Deputy Director, Equal Opportunity for the Department of Defense
Equal Opportunity Management Institute
Organizations
Board of Directors, National Council for Support of Disability Issues
Board of Direcdtors, Institute for MultiTrack Diplomacy
Maryland Association of Affirmative Action Officers
Publications
Guest expert discussing discrimination, sexual harassment in the workplace and affirmative action on over 45 radio stations nationwide
Education/Credentials
Doctor of Education
Master of Science, Leadership & Business Ethics
Master of Arts, Education
Virginia and Florida Supreme Court Certified Mediator
Department of Defense Certified Mediator
Question what is the difference between affirmative action goal and a qouta?
Answer Hi Larry,
An Affirmative Action Plan contains statistical information that shows the relation of specific jobs between qualified people in a metropolitan recruiting areas to the actual number of employees who are employed.
Quotas are never allowed unless they are directed by a Federal court due to a business who has shown systematic discrimination over a period of time, usually years in the making. These cases are relatively rare.
Goals are established when the percentage of underrepresented minorities and women are less than what would be expected and available in your recruiting area. The key element here is that the availability depends upon individuals actually having the qualifications for the job, not just percentages of minorities and women by themselves. For example, say you employ 100 maintenance workers and you have 95 white males out of that 100 and employ only 5 women and minorities. If there are actually 50 percent availability of qualified women and minorities in your recruiting area for that job, then you would establish a goal to get to that 50 percent figure.
Goals are just that and you will always have the absolute right to hire the best qualified individual whatever their race/sex is. Affirmative Action just ensures that all people have the equal opportunity to apply for the position. However if all things being equal as far as qualifications and you are working on a goal with your affirmative action plan, then it is suggested that the goal be a factor in hiring to achieve relative diversity.
If you have any other questions, please let me know. Thanks for your question.
