Question

A large metropolitan hospital in a southern city has recently developed an affirmative action program. The program was required because the hospital received over $20 million a year in government research contracts and Medicare reimbursement.

Under this program, the hospital was to promote two minority employees into supervisory positions for each Caucasian employee promoted. The practice was to continue until about 20 per cent of all supervisory jobs in the hospital were held by employees from minority groups.

A vacancy in a supervisory position occurs in the Health Information Management Department. The Department Manager, Kelly Thomson, is aware of the affirmative action plan. However, the only minority employees currently in the department do not have supervisory training or experience.

. Does Kelly have to promote one of the minority employees to a supervisory position?

. What should Kelly be doing to assure compliance to the affirmative action plan in her organization?

Answer 1

Kally can recruit instead of minority, one who had experienced in hospital supervisory so he can train them and achieve the goal. minority groups already in the supervisory positions, hence they dose not have experience. so kelly can show Equal Employment Opportunity.

Kelly can take these plans

An Affirmative Action Plan uses statistical analyses to ensure that an employer has created or is creating a workforce that is an authentic reflection of the demographics of their relevant, qualified labor pool by providing specific protected classes, quitable access to employment opportunities. Although an Affirmative Action Program is intended to eradicate the effects of past discrimination in employment, it is meant to be inclusive without regard to race, gender, disabilities, or veteran status

Kelly can promote Affirmative Action compliance and annually update policies to ensure they are legal.

Kelly can developing OwnPlan – If is interested in building out her own Action Plan components, she is available to guide you through the process. her policy to be action-oriented and contain practical steps her workforce can abide by, along with a map for internal reporting and auditing.

General Assistance – she want her organization to succeed and promote equality throughout. An Action Plan components allows all employees to have an equal opportunity for hiring, advancement, and all other aspects to the employment cycle. If you have any questions about what an Action Plan components consists of, how to create one, or how to train her employees on it, don't hesitate to contact the consultants at Employers Council.

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