At a glance
The Affirmative Employment Program at CDC/ATSDR ensures fair recruitment, placement and retaining of qualified individuals who are typically underrepresented in the workplace. Managers and supervisors are required to not only develop strategies to complete these activities, but to also actively remove any barriers to entry.
Background
The CDC and the Agency for Toxic Substances and Disease Registry (ATSDR) are dedicated to nondiscrimination in all personnel practices. This policy ensures equal opportunity for employment, promotion, and training across all segments of the workforce.
The Affirmative Employment Program (AEP) is an integral part of the Equal Employment Opportunity program. The AEP was established to create a workforce that represents our diverse population. It aims to recruit, place, and retain qualified women, minorities, and individuals with disabilities.
Objectives
The objectives of the Affirmative Employment Programs are to:
- Eliminate the existence of work force imbalances of minorities, women, and persons with targeted disabilities within the workforce.
- Ensure minorities, women, and individuals with disabilities have equal opportunity in all personnel processes, including recruitment, hiring, promotion, training, and awards.
- Implement the Affirmative Employment Program as a management process to correct barriers that limit employment opportunities for members of a particular race, ethnic background, sex, or because of a disability.
Reporting
Federal agencies must report annually on the status of activities related to their equal employment opportunity program under Title VII. They are also required to report on activities fulfilling their affirmative action obligations under the Rehabilitation Act.
Definitions
Affirmative employment includes federal laws requiring federal contractors and subcontractors to ensure equal job opportunities for all individuals. This applies regardless of race, color, religion, sex, national origin, or disability.
Diversity is a commitment to recognizing and appreciating the unique beliefs, values, skills, attributes, and characteristics of all employees. It fosters an an environment that promotes and celebrates individual and collective achievement.
Quotas are either a ceiling or a floor for the employment of minorities or women.
Placement goals are reasonable attainable objectives or targets that are used to measure progress toward achieving equal employment opportunity.
Strategy
The AEP requires managers and supervisors to develop strategies for recruiting, employing, and promoting qualified members of target groups. These groups have lower-than-expected participation rates compared to their benchmark rates.
It also requires managers to identify and remove barriers that hinder employment and advancement opportunities. This applies to minorities, women, and persons with disabilities.