Affirmative Action Questions and Answers
What Is All Reasonable Efforts?
http://web.extension.uiuc.edu/intranet/ifiles/commteamres/
DocumentingAllReasonableEfforts.doc
"All reasonable effort" is defined as having made special efforts to identify and reach individuals within underserved clientele groups.
What constitutes "all reasonable effort?"
- Use of mass media - To inform potential recipients of programs and of the opportunity to participate.
- Brochures, posters and flyers - To inform the potential audience of programs and events.
- Personal letters and invitations - To invite potential recipients to participate, with dates and places of meetings.
- Personal visits or telephone calls - To inform a representative number of defined potential recipients to encourage participation.
- Networking - Building coalitions or collaborative efforts with other agencies.
Much of what constitutes "all reasonable effort" is related to Extension's need to have a Public Notification Plan that ensures "that all eligible, particularly minorities and underprivileged, are informed of all USDA program benefits and the protection against discrimination contained in our regulations." (Program Review Manual - Appendix A. Public Notification Plan)
"Parity"
The goal of "all reasonable effort" is to reach a state of parity. Parity exists when the proportion of those served approximates the proportion of members of protected classes in the target population. Since parity cannot be guaranteed in advance it is important to make "all reasonable effort."
Each staff person is responsible for documenting program accomplishments and compliance with the requirements of state and federal regulations. University of Illinois Extension's accomplishments can be nothing more than the combined efforts of all the individuals within the system. Each person's efforts are significant.
How are you held accountable?
- Monthly Contact Reports
- Narrative / Accomplishment Reports
- County / Unit Civil Rights Report
- Collection of Enrollment Data
- Internal / External Reviews
- Position Descriptions
- Performance Appraisal
Compliance with affirmative action requirements encourages good program planning through thoughtful consideration of targeting audiences, identifying barriers, documenting efforts and results, and using the results to further focus programming. If you do this, you will be complying with civil rights laws, and reaching out to the true diversity of Illinois.
Why Affirmative Action?
Offering our programs to all people--especially those who have been underserved in the past--is the right thing to do.
Compliance with affirmative action requirements encourages good program planning through thoughtful consideration of targeting audiences, identifying barriers, documenting efforts and results, and using the results to further focus programming.
Why me? I haven't knowingly discriminated.
Intentional or unintentional, it doesn't make any difference. When you signed on with University of Illinois Extension, you assumed responsibility for practicing affirmative action as a position responsibility.
Isn't Affirmative Action Passé?
Most of the discussion on eliminating action has centered on quotas and set-asides. Neither applies to Extension's programmatic affirmative action plan.
Doesn't Affirmative Action Encourage "Reverse Discrimination?"
Misunderstood or misapplied "reverse discrimination" is possible; however, the underlying legislation protects all employees, including white males, from discrimination.
Isn't just announcing that our programs are open to all sufficient?
Many times, our history works against us. For example, in some communities, 4-H has traditionally been for "white kids." As a result, members of minority groups have not been a part of 4-H in these communities. Because of past discrimination, members of these groups do not know people who have had experiences with 4-H and Extension. For this reason (whether past discrimination was intentional or not), we must make additional efforts to include minorities in our programs.
Source: Affirmative Action Committee Web page http://web.extension.uiuc.edu/intranet/ifiles/commteamres/AffirmativeFAQ.doc
What is the difference between Equal Employment Opportunity and Affirmative Action?
Equal Employment Opportunity means ensuring that all applicants have equal access to the selection process - that none are excluded on the basis of their protected status. Affirmative Action goes beyond nondiscrimination and requires federal contactors to engage in expanded efforts in outreach and recruitment for women and minorities and make them aware of the job opportunities.
Affirmative Action and Equal Employment Opportunity are part of federal legislation, dating back more than thirty years. EEO bars discrimination based upon race, sex, age or religion. Affirmative Action became law in 1965, when employers who received federal funds were required to establish goals for representation of women and minorities.
Do employment affirmative action policies mean quotas?
No. In affirmative action plans, numerical placement goals are established to help guide the University in eliminating any existing under-representation of women and minorities. The University is only required to show that a good faith effort was made to attract and hire those in the under-represented groups. Quotas are not a part of employment affirmative action policies. Race- and sex-based quotas in employment originate in the legal system and are known as consent decrees. Judges mandate consent decrees when an organization has been taken to court and has been found guilty of illegal discrimination. Consent degree quotas are separate from Affirmative Action policies.
Does affirmative action mean hiring a less-qualified individual just because that person may belong to a group that is under-represented?
No. The goal is always to hire the most qualified individual.
