Explanation of Terms
AA -Affirmative Action -The Legal concept mandated under Executive Order 11246 which requires an employer to do more than ensure employment neutrality in recruitment, hiring and promotion of qualified individuals in order to overcome the effects of past systemic exclusion and discrimination.
AAP -Affirmative Action Plan -A written document, which encompasses the EEO policy and all the actions necessary to create a non-discriminatory work environment, including the development of numerical goals for established Affirmative Action Groups when underutilization of such groups has been identified.
.: Affirmative Action Program (AAP) -A written program, meeting the requirements of 41 CFR Part 60-2, in which an employer annually details the steps it will take to ensur equal employment opportunity.
Accessibility -The extent to which a facility is readily approachable and usable by
individuals with disabilities.
Adverse Impact -A theory of employment discrimination (also referred to as disparate impact, disparate effect, adverse effect), which occurs when an employer's policy or . practice, neutral on its face and in its application, has a negative effect on the employment opportunities of Affirmative Action Groups.
Affirmative Action Groups -For the development of an AAP by a state entity, this refers to African Americans, Hispanics, Females, Asians, Native Americans and People with Disabilities.
CEO -Chief Executive Officer -The individual ultimately responsible for the operation of an agency.
Department or DHR -Department of Human Rights.
Disability -As used in Section 2520.700 Department Rules of the "disability" means a mental physical condition (other than pregnancy), lasting 6 months or longer, that limits the amount or kind of work an individual can perform.
Disparate Treatment -A theory of employment discrimination, which occurs when an employer treats, protected class employees differently than non-protected class employees in similar situations.
Equal Employment Opportunity (EEO) -EEO is achieved when all terms and
conditions of employment and management decisions are consistently based on job
related factors, without regard to race, color, disability, national origin, age, religion or
sex.
