Fictitious situation lends itself to a proposal for an Affirmative Action Plan taking advantage of 2004 methodologies for recruiting minorities and women as well as providing costs, benefits and hidden benefits corporate wide. 5 works cited. jvAfAcPl.rtf
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it was discovered that Affirmative Action was not working. In a multicultural world, Vanguard West Airlines cannot be left behind in this effort. There are many benefits to implementing an
AAP, the main being to support deep expansion into the international market. This means having a diverse group of employees who can fill multiple positions, for example, bilingual or multilingual
employees who can work in more than one market. Along with benefits come costs. Under this proposed plan, the costs will seem
high, but the global expansion objective cannot be achieved without outlaying these funds, and part of the costs will be deferred by working the objective of the new AAP.
The AAP Plan of 2004 The AAP for Vanguard will incorporate a number of areas that
are motivating changes in Affirmative Action planning circles. Some of these changes include not only quantifying the problem, but implementing solutions. For
example, the new plan will implement new policies within the separate department handling AAP, headed by myself, to include (1) ongoing an examination of policies, which have been completed for
this year; (2) initiating programs internally among management and employees to increase awareness of race or sex in the appointment and retention of employees to new positions or in the
hiring process; and (3) outlining achievable goals for implementing the ongoing policy changes. A few of the latter goals include a marketing plan
to attract minorities from various community sources, such as high schools and colleges. For example, a program is currently underway at various universities around the country to recruit minority employees