Which act requires affirmative action plans in federal programs?

Which act requires affirmative action plans in federal programs?

• A. 1972 EEO Act.
• B. 1991 Civil Rights Act.
• C. DOPMA.
• D. Federal Managers' Financial Integrity Act.

Answer: (A)

The main idea here is what legal requirement drives the use of affirmative action plans in federal programs. The Equal Employment Opportunity Act of 1972 strengthened enforcement of equal employment opportunity and directed federal agencies to pursue proactive steps to achieve that goal. It expanded the powers of the Equal Employment Opportunity Commission and encouraged agencies to adopt written affirmative action plans aimed at correcting underrepresentation and promoting equal opportunity in the workforce. These plans typically outline specific goals, timelines, and concrete actions such as targeted recruitment, training, and outreach to underrepresented groups. The other acts address different areas: the Civil Rights Act of 1991 focuses on remedies and enforcement mechanisms for discrimination rather than mandating affirmative action plans in federal programs; the Defense Officer Personnel Management Act deals with officer career management in the military; and the Federal Managers’ Financial Integrity Act concerns internal controls over financial management.

The main idea here is what legal requirement drives the use of affirmative action plans in federal programs. The Equal Employment Opportunity Act of 1972 strengthened enforcement of equal employment opportunity and directed federal agencies to pursue proactive steps to achieve that goal. It expanded the powers of the Equal Employment Opportunity Commission and encouraged agencies to adopt written affirmative action plans aimed at correcting underrepresentation and promoting equal opportunity in the workforce. These plans typically outline specific goals, timelines, and concrete actions such as targeted recruitment, training, and outreach to underrepresented groups.

The other acts address different areas: the Civil Rights Act of 1991 focuses on remedies and enforcement mechanisms for discrimination rather than mandating affirmative action plans in federal programs; the Defense Officer Personnel Management Act deals with officer career management in the military; and the Federal Managers’ Financial Integrity Act concerns internal controls over financial management.