Expert: John Fuller - 8/21/2008

Question
QUESTION: John -
After accumulating all of the facts and figures regarding the AAP, it becomes time to have the discussion with our business leaders to explain the plan and to plan the "affirmative action" we are going totkae to address those opportunities we have within the organization. Do you kno where I can find sample scripts for disucssing AAP's?
Thanks

ANSWER: Hi Ron,

Your question is a very common one with people like yourself who work for Affirmative Action and want to present information to business leaders of the organization.

First you want to be thoroughly familiar with the material itself, what the categories are, how the information was obtained and what affirmative action really means.

You do not want to go into too much analytical detail such as formulas but you do want to explain how the goals are set and by what method.  There is no one set way to explain because there are varying levels of knowledge from leaders on the subject.  The definition of affirmative action is a given plus the explanation that it is not a quota system but a reality check in that underpresented minorities are the backbone of new hires now.  The US Department of Labor in their just released report states that 80 percent of all incoming workers are either women, people of color or immigrants so diversity is a reality.  Inclusion is a state of mind.  By recruiting those who are qualified in your own recruiting zone, it just makes good business sense and is the best return on your recruiting investment.  Affirmative Actions are just that.  Good faith efforts to ensure that everyone has the equal opportunity to apply for a position in your organization.  Actions taken can be recruiting efforts in various job fairs, advertisements in wide ranging internet zones like Monster, Careerbuilder, etc., and in local news and civic organizations.  You can discuss more at length but you want managers to know the basics and what the bottom line is for them.

If you have additional questions and follow-up, just let me know.  Thanks!

John

---------- FOLLOW-UP ----------

QUESTION: John
Thanks - as a followup - what does the opening of a conversation sound like with more experienced managers? In other words, the actual words you would use?
Thanks

Answer
Hi Ron,

I usually introduce myself and say that as their resource, we will be discussing ways to help them recruit candidates for positions they have open.  In doing so, we can look at the actual affirmative action plan that does include good faith efforts to create application opportunities for everyone.  I show them their particular statistics and how they compare to the local recruiting zone of available candidates and how we arrived at those figures.  I always tell them this is NOT a quota system but a way to develop a diverse candidate pool for which they can choose from with the ultimate hiring decision to be theirs and the most qualified candidate.  As a Diversity Officer, I let them know that qualified candidates does not always mean the most experience in years but the overall candidates qualifications, prior jobs, etc. that can mean a difference in how they look at candidates.  Of course everyone wants people with 5-10 years of experience but we will never be able to correct past in present institutional discrimination without brining on those who have less in years but do have diverse attributes in their experiences.  Again, the metrics are a tool but not the focal point in discussions.  Affirmative Action is a great recruiting mechanism to use as a tool but a living and breathing tool to get the most and the most diverse candidate pool possible plus the return on investment.    
John