Which written plan outlines how an employer will meet hiring goals for protected groups?

Which written plan outlines how an employer will meet hiring goals for protected groups?

• A. Disparate impact theory
• B. Affirmative action plan
• C. Quid pro quo harassment
• D. Arbitration

Answer: (B)

Affirmative action plans describe how an employer will meet hiring goals for protected groups. They are written documents that set specific goals, timelines, and the actions the organization will take—such as targeted recruiting, outreach, fair screening, and tracking—to improve representation of women and minority groups in the workforce. The plan also includes monitoring and accountability to evaluate progress over time. This direct, structured approach to achieving hiring goals for protected classes is why it fits best. By contrast, disparate impact theory is a legal framework for assessing whether a neutral policy disproportionately harms protected groups, not a plan; quid pro quo harassment is a form of harassment; arbitration is a dispute resolution method.

Affirmative action plans describe how an employer will meet hiring goals for protected groups. They are written documents that set specific goals, timelines, and the actions the organization will take—such as targeted recruiting, outreach, fair screening, and tracking—to improve representation of women and minority groups in the workforce. The plan also includes monitoring and accountability to evaluate progress over time. This direct, structured approach to achieving hiring goals for protected classes is why it fits best. By contrast, disparate impact theory is a legal framework for assessing whether a neutral policy disproportionately harms protected groups, not a plan; quid pro quo harassment is a form of harassment; arbitration is a dispute resolution method.