When it comes to affirmative action training and affirmative action compliance programs, there are a lot of conflicting interpretations of compliance language. Even after the past few years, many people still find affirmative action to be controversial. If they understood the true meaning behind affirmative action and compliance terminology, however, they might actually be on board with affirmative action compliance.
The lack of clarity surrounding compliance terminology prevents a lot of people from appreciating the work of compliance professionals and from getting the most out of affirmative action compliance programs. Even company HR professionals, lawyers, and executives often don’t understand what compliance professionals do. This creates myriad compliance challenges that only impede progress toward equity in the workplace.
By understanding the true meaning behind compliance terms, company leaders can begin to recognize the importance of compliance — and the importance of compliance training that can help compliance professionals create a better understanding of affirmative action throughout the company. Once they do that, they can provide compliance teams with the resources they need in order to develop sustainable affirmative action programs. While compliance work can seem nebulous or confusing, taking the time to understand the application of compliance terms can really transform a company over time.
Compliance Challenges: Incorrect or Inaccurate Terminology
Affirmative action training comes with its own vocabulary that has to be deciphered by a company’s team of lawyers and HR professionals. Still, even the term “affirmative action” has come to mean two different things. People mainly associate affirmative action with hiring quotas or point systems that give women or people of color advantages in the hiring process. In this context, many people think that this means that non-minorities are excluded from opportunities entirely.
This interpretation of affirmative action creates compliance challenges. For starters, it’s harmful to everyone in the workplace. Company leaders should position their workforce in a way that avoids these things at all costs. Sometimes, these practices are necessary, but they are not the goal of affirmative action compliance. The goal is to ensure fair hiring practices and an equitable work environment. It is not to make one group feel inferior to another.
In fact, the most effective affirmative action compliance programs focus on preventive action, not corrective action. Preventive action is actually designed to avoid the need for the harmful forms of affirmative action above, and it is truly “for” all. How? With proper preventive action, companies don’t need quotas or other similar practices. Still, the same term is used for both types of action, which is why the distinction is crucial in compliance training.
How to Bolster Compliance Training and Goals With Clear Compliance Terminology
While compliance terminology can be complicated, understanding it on a basic level helps to ensure the success of affirmative action compliance programs. Clarifying the language starts with understanding the overall purpose of affirmative action compliance and then finding ways to incorporate related initiatives sustainably for years to come.
Here’s how to implement an affirmative action plan with clear compliance terminology:
1. Treat compliance as more than a technical exercise.
While the terminology associated with compliance and affirmative action can seem technical (the legal definition of “individual with a disability,” for instance), you only need to understand how it applies in your workplace and what is required to build an impactful affirmative action program. Still, many companies do the minimum required to survive an audit by the U.S. Department of Labor and then move on. True compliance requires taking the technical reports from the Labor Department and turning them into actionable goals. Failing to think beyond the technical exercise leaves your company open for more audits by federal investigators and does not meaningfully further equality.
2. Make compliance a team effort.
Because of the technical jargon involved with affirmative action regulations, many companies leave compliance up to their legal teams or HR. As a result, the select few employees in charge of compliance are tasked with implementation on top of their regular duties. Compliance should be a team effort in which everyone has a role but the compliance team has the expertise. This way, the people who understand the technical jargon (the compliance team) can interpret it clearly, implement programs based on their understanding, and experience the whole company taking part in the efforts.
3. Utilize straight talk as much as possible.
While you should be mindful of the perspectives of everyone on your team, this is not the time to tiptoe around compliance issues facing your company. Eliminate legal jargon when possible to make your affirmative action program more accessible. To do this, you can use real-world examples that people can connect with, such as “Edward in the supermarket said this” or “Mallory did this at the repair shop.” Using legalese can hinder training because it’s not always clear how to apply it.
To learn more about compliance and building effective affirmative action compliance programs, get in touch today. Our team of experts is ready to help, offering compliance training and resources designed to support your compliance goals and compliance professionals.