[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-569061-105":3,"detail-sidebar-cat-0-en-105":81,"doc-detail-569061-en":130},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","affirmative-action-take-aim-at-discrimination","Affirmative action - Take aim at discrimination","","Discusses affirmative action as a core element of human resource planning in healthcare, emphasizing fair compensation, effective recruitment, training, and nondiscrimination. Outlines how leadership commitment should be expressed through written organizational policy, with accountability across the institution. Describes the role and responsibilities of an EEO manager, required expertise, and reporting duties. Provides step-by-step guidelines for creating and implementing an affirmative action plan, including policy issuance, dissemination, identifying problem areas, and setting recruitment goals.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/document/","Document",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/document/healthcare/","Healthcare",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/document/affirmative-action-take-aim-at-discrimination/569061/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/affirmative-action-take-aim-at-discrimination/569061.png","ImageObject",300,407,{"name":42,"@type":43},"Rhys","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-19","2026-10-13",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",5,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the main objective of an affirmative action program in healthcare?","Question",{"text":63,"@type":64},"It aims at full utilization of qualified minority groups and women through improved personnel selection and practices, covering compensation, training, recruitment, and labor/employee relations.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Where should an affirmative action effort begin?",{"text":68,"@type":64},"It starts at the top: the board of trustees and the chief executive officer must express commitment through a written organizational policy on nondiscrimination.",{"name":70,"@type":61,"acceptedAnswer":71},"How can an organization develop and implement an affirmative action plan?",{"text":72,"@type":64},"By designating a professional EEO manager, issuing and disseminating an affirmative action policy, identifying problem areas, prioritizing salary equity, setting recruitment goals, and establishing recruitment, hiring, training, and leave procedures.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},569061,1791943359,{"code":4,"msg":82,"data":83},"success",[84,88,92,96,100,105,109,114,119,122,126],{"id":22,"doc_module":4,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Story & Novel",90,"story-novel",{"id":26,"doc_module":4,"doc_module_name":25,"category_name":89,"show_sort_weight":90,"slug":91},"Literature",80,"literature",{"id":33,"doc_module":4,"doc_module_name":25,"category_name":93,"show_sort_weight":94,"slug":95},"Exam",70,"exam",{"id":55,"doc_module":4,"doc_module_name":25,"category_name":97,"show_sort_weight":98,"slug":99},"Comic",60,"comic",{"id":101,"doc_module":4,"doc_module_name":25,"category_name":102,"show_sort_weight":103,"slug":104},6,"Technology",50,"technology",{"id":106,"doc_module":4,"doc_module_name":25,"category_name":29,"show_sort_weight":107,"slug":108},7,40,"healthcare",{"id":110,"doc_module":4,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},8,"Research & Report",30,"research-report",{"id":115,"doc_module":4,"doc_module_name":25,"category_name":116,"show_sort_weight":117,"slug":118},9,"Religion & Spirituality",20,"religion-spirituality",{"id":117,"doc_module":4,"doc_module_name":25,"category_name":120,"show_sort_weight":117,"slug":121},"World Cup","world-cup",{"id":123,"doc_module":4,"doc_module_name":25,"category_name":124,"show_sort_weight":123,"slug":125},10,"Lifestyle","lifestyle",{"id":127,"doc_module":4,"doc_module_name":25,"category_name":128,"show_sort_weight":55,"slug":129},19,"General","general",{"code":4,"msg":82,"data":131},{"doc_id":79,"user_id":132,"nickname":42,"user_avatar":133,"doc_module":4,"category_id":106,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":139,"language":140,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":12,"update_tm":144,"read_time":145},687207024643,"https://ap-avatar.wpscdn.com/davatar_3d24733baf745e90a7e4bdd5f77d97b2","# Affirmative action:Take aim at discrimination\n\nROBERT THAYER  \nThe goal of every welrun healthcareorganization is to have properly moti-vated,fairly compensated employeeswhose skills,care,and effort contributeto the successful provision of the highestquality services.The healthcare indus-try employs over 3 million people,andsince two-thirds of healthcare institu-tions'budgets are for employees'sala-ries,healthcare managers are recogniz-ing both the humanitarian and financialimportance of sound human resourceplanning.In fact,they are more andmore looking at their human resourcesas fixed assets and are tying them intotheir financial and capital planning pro-  \nOne key aspect of human resourceplanning and development is affirma-tive action.An affirmative action pro-gram involves personnel policies,com-pensation and benefits,training and de-velopment,recruitment and selection,and labor/employee relations programswhose objective is full utilization ofqualified minority groups and womenthrough improved personnel selectionand practices.  \n# Where does it start?\n\nAn affirmative action effort starts atthe top.The board of trustees and chiefexecutive officer should indicate theircommitment to affirmative action andnondiscrimination through written or-ganization policy.This policy should  \nIn This Issue  \n# Management of nursing care\n\nCoping with the nursing shortage……    …  …4  \nTaking stock of your institution  \nDeveloping employee appraisal systems…       …5From the administrator's view  \nThe hospital auxiliary's role in the organizatio.……8What others are doing……      …………10Managerial dilemma……            ……1Readers respon……               ……1  \nidentify the specific areas in which non-discrimination would apply and une-quivocally prohibit discrimination in re-cruitment advertisements,hiring,place-ment,selection for training and devel-opment,promotion,reclassification,transfer,layoffs,and termination.Fur-thermore,this policy must not beviewed as mere lip service;everyonewithin the organization must be held ac-countable for adhering to it.  \nTo write and implement the affirma-tive action plan,a professional EEOmanager should be designated.Such aperson's educational and professionalbackground need not be in personnel.Itcan be in a wide range of professionalfields such as business administration,sociology,psychology,economics,or anyother special program in human devel-opment and delivery systems.The EEOmanager should have a knowledge offederal and state EEOVAAPregulations,problems in intercultural communica-tion,how to get through to people ofvarying backgrounds and attitudes,andhow to articulate a good idea.The des-ignated EEO manager should also havea knowledge of management informa-tion systems and computer reportingmethods as well as have the ability to doresearch.  \nEEO job responsibilities include a re-porting relationship with the chiefexec-utive officer and conducting meetingswith management staff and supervisory  \npersonnel to explain the intent of EEOpolicies,as well as indicating EEO prob-lem areas and helping to resolve them.  \nAffirmative action properly con-ceived is simply good personnel man-agement.It does not require giving un-warrantable preference to minoritiesand to women.Rather,it requires thatthese groups be included in the searchfor the best qualified person for a joband that promotion be granted on anequitable basis.  \n# Develop an affirmative action plan\n\nHere's how the EEOmanager,in con-sultation with hospital administratorsand other healthcare managers,can de-velop an affirmative action plan.Thefollowing guidelines will help satisfy themultitude of laws enforcing equal em-ployment opportunity and protect theorganization from unneeded and un-warranted legalcosts.  \n1.Develop and issue a policy state-ment of affirmative action setting forththe healthcare facility's policy,legal obli-gations,and commitment.  \n2.Disseminate the policy within theorganization and make it public(that is,to civil rights groups,profess","cbCaipoMMx0yOD9v","https://ap.wps.com/l/cbCaipoMMx0yOD9v","pdf",4020988,13,"English","# Affirmative action: Take aim at discrimination\n## Where does it start?\n## Develop an affirmative action plan\n### Developing and issuing a policy statement\n### Disseminating and making the policy public\n### Identifying problem areas and setting priorities\n### Setting goals for recruitment and hiring\n### Establishing recruitment procedures\n### Examining hiring and promotion practices\n### Establishing in-service training and leave policies","[{\"question\":\"What is the main objective of an affirmative action program in healthcare?\",\"answer\":\"It aims at full utilization of qualified minority groups and women through improved personnel selection and practices, covering compensation, training, recruitment, and labor/employee relations.\"},{\"question\":\"Where should an affirmative action effort begin?\",\"answer\":\"It starts at the top: the board of trustees and the chief executive officer must express commitment through a written organizational policy on nondiscrimination.\"},{\"question\":\"How can an organization develop and implement an affirmative action plan?\",\"answer\":\"By designating a professional EEO manager, issuing and disseminating an affirmative action policy, identifying problem areas, prioritizing salary equity, setting recruitment goals, and establishing recruitment, hiring, training, and leave procedures.\"}]","Affirmative action - Take aim at discrimination | PDF",1791873743,33]