Additionally, the University shall maintain an Affirmative Action Plan and programs to ensure that people with disabilities, special disabled veterans, and Vietnam-era veterans will be represented in its staff workforce. A written document by which the University is committed to eliminate and remedy past discrimination against members of the protected classes and underutilization of women and people of color. Where the need for corrective action is revealed, the AAP includes outreach and other steps that are precisely tailored to correct underutilization, and goals to measure success toward achieving that result. The level at which women and people of color could be reasonably expected to participate in a job group in the relevant labor market. As required by Executive Order 11246, goals must be set to increase the representation of females and people of color in areas where they are presently underutilized.
Goals represent a benchmark for evaluating an employer's affirmative action progress.
They provide guidance for an employer to focus on outreach and other efforts in areas where females and people of color are underutilized. Goals, however, are designed to be met only if hiring opportunities arise. Moreover, they do not require the hiring of a person who is less qualified, nor do they require an employer to hire a specified number of persons. Such a requirement would constitute a quota. A contractor's compliance is measured by whether it has made good faith efforts to meet its goals.