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C i ty of Pleasanton <br />P~-oI,osal For An <br />Aifirm.ative Action Plan Project Page 2 <br /> <br /> inaccurate Affirmative Action Plan can <br /> <br /> 1. Establish n~Lmerical and other goals that cannot be <br /> met because they are rounded on inappropriate <br /> statistical data. The result is discouragement <br /> among those who must implement the Plan. <br /> <br /> 2. Create hostility in the employer's work force when <br /> goals are unjustifiably stringent and unattainable. <br /> <br /> 3. Unnecessarily expose the employer to discrimination <br /> charges. or suits. When inappropriate statistical <br /> data is used, the re~'~ults are often that the <br /> employer's plan identifies, ~ underutilization <br /> throughout the work force or in a majority of job <br /> categories. An identification of underutilization <br /> is one of the primary ways tl~at a plaintiff begins <br /> to prove discrj~:~i~aLj_o:~ ~.~'~ a court: case. ~,~en tl~e <br /> Affirmative Action Ptal~ inaccurately identifies <br /> underutilization it furnishes potential plaintiffs <br /> with exactly tl~e ammunition they need. <br /> <br /> 4. Misinform the employer. Again, when inappropriate <br /> sEatistical data is used, the employer either never <br /> realizes where it is actually vulnerable and should <br /> begin immediately to take corrective action or <br /> focuses its attention on an area in which tl~ere is <br /> actually n.o crucial problem. It is for this reason <br /> that Biddle & Associates~ Affirmative Action Plan <br /> projects include an identification of <br /> underutilization that uses statistical <br /> calculations. With this method, the employer is <br /> able to accurately pinpoint the most critical <br /> utilization problems. <br /> <br /> 5. Create extra work. Tilere iS no reason that an <br /> Affirmative Action Plan cannot provj. de the very <br /> data that an employer needs to defend itself ?: <br /> against a charge of discrimination. A technically <br /> correct Affirmative Action Plan will a].ways provide <br /> much of this data. ~'~en it does not, for example <br /> when the Plan compares to [tile employers' work force <br /> to tlle general popu].ation to identify <br /> underutiliza'tion, then s]~ottld an EEO suit arise, <br /> the employer must ta]~e on the additidnal burden of <br /> then gatl~ering the correct data ~.~hic]~ should have <br /> <br /> <br />