Affirmative Action & Federal Compliance

Affirmative Action & Federal Compliance

You are an HR Manager for a large sheet metal manufacturing company. One of your largest customers has just secured a major office furniture contract with the federal government. Your customer wants your company to become a subcontractor for the project, making all of the plastic parts required. Even though it would be lucrative, there is uncertainty among your organization’s top officials about whether to join this project, given that the preparation of an affirmative action plan and the formulation of goal achievement requirements will be imposed to correct underutilization.

You have been tasked to prepare a slide presentation (10-12 slides, not counting the cover slide or the reference list slide). Include an audio component (voiceover slides), speaker notes at the bottom of each slide, or both). Watch the short YouTube video  How to Add Audio into your PowerPoint  for more information.

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Your presentation needs to address the following:

1. Identify the EEO compliance requirements that impact a federal subcontractor.

2. Classify the important components of an affirmative action plan (expand on the goal-setting process).

3. Determine how affirmative action goals should relate to an organization’s strategic human resources plan.

4. Elucidate on your recommendations to the organization’s top officials about becoming part of this project.

Use at least five Trident Online Library sources plus any applicable background readings to support your discussion.

1. What are the EEO compliance requirements that impact a federal subcontractor?,

2. What are the important components of an affirmative action plan especially the goal-setting process? Affirmative Action & Federal Compliance,

3. How should affirmative action goals relate to an organization’s strategic HR plan?,

4. What recommendations can be made to the organization’s top officials about joining the project?,

5. How can compliance be turned into a strategic advantage?

Comprehensive General Answers (Presentation Outline)

Below is a suggested 10–12 slide structure with speaker notes to guide your presentation:

Slide 1: Title Slide

• Becoming a Federal Subcontractor: Compliance & Strategic HR

Slide 2: Introduction

• Brief overview of customer contract opportunity

• Importance of compliance with federal subcontractor requirements

• Purpose: Inform leadership and recommend a course of action

Speaker Notes: This slide introduces the scenario and sets the stage for discussing compliance, affirmative action planning, and HR strategy.

Slide 3: EEO Compliance Requirements

• Must comply with Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act

• Federal subcontractors must adhere to Executive Order 11246 (nondiscrimination)

• Compliance with OFCCP (Office of Federal Contract Compliance Programs) regulations is mandatory

Speaker Notes: Subcontractors with federal ties face stricter monitoring of workforce diversity and non-discrimination practices.

Slide 4: Additional Subcontractor Requirements

• Written Affirmative Action Plan (AAP) required for contracts > $50,000 and 50+ employees

• Record-keeping and annual reporting (e.g., EEO-1 Report)

• Risk of audits and penalties for noncompliance

Slide 5: Affirmative Action Plan Components

• Workforce analysis: job categories, demographics, and underutilization

• Identification of problem areas

• Goals and timetables for improvement

• Action-oriented programs to address gaps

• Internal audit and reporting system

Slide 6: Goal-Setting Process in AAP

• Compare workforce demographics to labor market availability

• Identify underutilization of women, minorities, veterans, and individuals with disabilities

• Establish measurable goals and timetables

• Ensure goals are aspirational, not quotas

Slide 7: Linking AAP Goals to Strategic HR

• Recruitment strategies aligned with diversity goals

• Training and development for underrepresented groups

• Succession planning with inclusivity in mind

• Performance metrics tied to workforce diversity

Affirmative Action & Federal Compliance

Slide 8: Strategic Benefits of Compliance

• Enhances reputation with government and private sector clients

• Broadens talent pool through inclusive hiring

• Promotes organizational innovation and cultural competence

• Strengthens employee engagement and retention

Slide 9: Risks and Considerations

• Administrative burden and compliance costs

• Potential resistance from leadership or workforce

• Need for dedicated HR compliance resources

Slide 10: Recommendations

• Move forward with subcontractor opportunity

• Invest in strong compliance infrastructure (dedicated HR compliance officer)

• Integrate AAP goals into overall HR strategy

• Leverage diversity as a competitive advantage

Slide 11: Conclusion

• Compliance is a requirement, but also an opportunity

• AAP should be viewed as a strategic HR tool

• Project participation is recommended for long-term growth