affirmative agenda

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1. Policy Statement

• Commitment to Equal Opportunity: Percy Towers, LLC is dedicated to fostering an inclusive and equitable work environment, ensuring equal employment opportunities for all, regardless of race, gender, ethnicity, or background.
• Top Management Support: This plan has the full endorsement and commitment of Percy Towers, LLC’s top management, including the CEO and board members.

        2. Organizational Profile

• Workforce Analysis: Detailed analysis of the current workforce, categorized by department, job category, and level, including a breakdown of gender, race, and ethnicity.
• Organizational Structure: A comprehensive diagram of the company’s structure, illustrating departments, teams, and reporting hierarchy.

        3. Identification of Problem Areas

• Workforce Compensation Analysis: Benchmarking Percy Towers, LLC’s workforce against the technology sector and the demographics of communities served, to identify underrepresented groups.
• Trends and Patterns: Examination of recent hiring, promotion, and turnover patterns to uncover any implicit biases or systemic barriers.

         4. Goals and Timetables

• Establishment of Goals: Setting clear and attainable goals for the recruitment and advancement of individuals from underprivileged backgrounds and other underrepresented groups.
• Timetables for Achieving Goals: Specific timelines and milestones are established for achieving these goals.

        5. Action-Oriented Programs

• Recruitment Strategies: Developing relationships with organizations that work with underprivileged communities, attending targeted job fairs, and utilizing diverse recruitment channels.
• Training and Development: Implementing training programs to enhance the skills of underprivileged individuals, focusing on technology and professional development.
• Promotion and Retention Strategies: Creating mentorship and career development plans to support the growth and retention of employees from underrepresented groups.

        6. Internal Audit and Reporting System

• Monitoring Mechanisms: Regular monitoring of the affirmative action plan’s progress, with periodic reports to management.
• Responsibility for Implementation: Assigning clear responsibilities for the plan's implementation to specific individuals or teams.

        7. Review and Adaptation Mechanism

• Periodic Review: Conducting regular reviews of the AAP’s effectiveness, making necessary adjustments based on outcomes and feedback.
• Feedback Mechanism: Establishing a system for employees to contribute feedback on the AAP’s implementation and impact.

        8. Compliance with Legal Requirements

• Legal Framework Awareness: Ensuring the AAP adheres to all relevant affirmative action and equal employment opportunity laws and regulations and training.

        9.) Communication 

• Internal Communication: Effectively communicating the affirmative action plan to all employees, underlining its significance and the company's dedication to it.
• Training for Managers: Providing comprehensive training for managers and supervisors on AAP implementation, legal responsibilities, and best practices.

      10.) Documentation and Record-Keeping

• Record Maintenance: Securing detailed records related to hiring, training, promotions, and terminations to monitor and document the plan’s effectiveness.