Career Development Program vs. Affirmative Action Plan
Equal treatment of employees irrespective of gender, race, or cultural affiliations must be upheld by any organization. While it forms a fundamental part in equal employment opportunity program, the Affirmative Action plan should be used as a framework for eliminating any discriminatory activities in the employment process by ensuring equal participation of individuals in the immediate community. On the other hand, all organizations must keep a career development program to ensure that it reviews the positions of better performing individuals.
The comparison of qualified individuals in minority groups and the analysis of qualified and competent individuals should form a major portion for the affirmative action plan. Analysis of employees from minor communities or underrepresented groups should also be performed in line with the analysis of strategies to ascertain whether such individuals qualify for these positions and the reasonability of their experience and job qualifications (McMillan-Capehart, et al, 2009). As such, an organization would be capable of fulfilling the requirements of its career development program and at the same time exercising the requirements of the affirmative action plan.
It is also essential to clarify the minimum qualifications and logical career paths expected in a certain position as a measure for implementing the goals of a career development plan and fulfilling the efforts of affirmative action. Therefore, activities undertaken in the implementation of a career development plan in an organization should also reflect efforts aimed at offering assistance to underrepresented groups (Jackson, Hollmann, and Gallan, 2006). Such activities include offering career advising services, mentoring services, offering advanced training, and recruiting individuals from the individual community. In so doing, the career development program in an organization will not only offer equal employment opportunities to all workers but it will also help the organization to fulfil the hiring needs and requirements from minority or underrepresented groups.
Jackson, D, Hollmann, T. and Gallan, A. S. (2006). Examining career development programs for the sales force. Journal of Business & Industrial Marketing, 21(5): 291 - 299
McMillan-Capehart, A. et al (2009). Affirmative action decisions: when ignorance is bliss. Equal Opportunities International, 28(5): 415 – 431