The NIH is among them. Despite the enormous popularity of these initiatives, it has become increasingly clear that some workers may be confused by the concept of managing diversity. Employees sometimes confuse managing diversity with EEO and affirmative action programs. Some people use the three terms interchangeably. Affirmative action programs are an outgrowth of EEO laws, rules and regulations.
Affirmative action is government-initiated and mandated in certain circumstances.
It is compliance-based and relies on statistical comparisons of various demographic groups. Affirmative action programs contain goals and timetables designed to bring the level of representation for minority groups and women into parity with relevant and available labor force indices. Affirmative action programs seek limited bottom line results by changing the mix of women, minorities, and persons with disabilities in a particular agency. Affirmative action programs generally cover those groups protected by Title VII of the 1964 Civil Rights Act. Where appropriate, and subject to legal interpretation, agencies may set affirmative employment goals to increase the numbers of women, African Americans, Hispanics, Asians, Native Americans, white males, and people with disabilities.