Dayton Human Relations Council

Affirmative Action Assurance Fact Sheet

In order to qualify as a vendor for the City of Dayton, firms must ensure that every effort will be directed to increase materially the number of minorities and females at all levels and in all segments of the work force of the company with particular emphasis on segments of the workforce where few, if any, minority and female persons are employed. Special attention should be given to the categories of officials and managers, professionals, technicians, sales workers, office and clerical, and skilled craftsmen.

Compliance is achieved by implementing an Affirmative Action policy. The Affirmative Action policy is implemented through an Affirmative Action Program. The program should be designed to hire qualified minorities and females in all of the various job categories when needed, and the firm should establish specific goals to increase the number of minorities and females in the various job categories through hiring or promotion.

The City of Dayton has approved some goals and timetables to serve as guidelines for firms with whom they do business. All firms doing business with the City should employ a representative number of minorities and females in all job classifications. These firms should also establish specific goals and timetables for achieving their goals. Such goals and timetables shall be a part of a firm’s Affirmative Action Program and shall be maintained on an annual basis. If a firm cannot meet the established goals and timetables, it will be evaluated on its “good faith” effort; that is, whether the Affirmative Action Program is being followed and whether every attempt is being made to attain the goals according to the timetables.

Another factor supporting the “good faith” effort is whether the firm has conducted an analysis of all major job categories at the facility to determine if minorities and females are currently being underutilized in any one or more job categories (“Underutilization” means having fewer minorities and females in a particular job category than would reasonably be expected by their availability.)

Consideration of “good faith” effort shall also be given to the following factors:

  1. The minority and female population of the labor area.
  2. The size of the minority and female unemployment force in the labor area.
  3. The percentage of the minority and female workforce as compared with the total workforce in the immediate labor area.
  4. The general availability of minorities and females having requisite skills in the immediate labor area.
  5. The availability of minorities and females having requisite skills in an area in which the facility can reasonably recruit.
  6. The availability of promotable minority and female employees within the facility’s organization.
  7. The anticipated expansion, contraction and turnover of and in the workforce.
  8. The existence of training institutions capable of training minorities and females in the requisite skills.
  9. The degree of training which the firm is reasonably able to undertake as a means of making all job classifications available to minorities and females.
  10. The use of recruitment sources where minorities and females may be secured.

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