Current through Register Vol. 49, No. 13, September 23, 2024
Subpart 1.
Consistent positions.
The contractor shall conduct detailed analyses of position
descriptions to ensure that they accurately reflect position functions, and are
consistent for the same position from one location to another.
Subp. 2.
Worker specifications.
The contractor must validate worker specifications by
division, department, location, or other organizational unit and by job title
using job performance criteria. Special attention must be given to academic,
experience, and skill requirements to ensure that the requirements in
themselves do not constitute inadvertent discrimination. Specifications must be
consistent for the same job title in all locations and must be free from bias
as regards to race, color, creed, religion, sex, national origin, marital
status, status regarding public assistance, age, sexual orientation, and
disability except where such status is a bona fide occupational qualification.
Where requirements screen out a disproportionate number of minorities or women,
the requirements must be professionally validated to job performance.
Subp. 3.
Position descriptions.
Approved position descriptions and worker specifications,
when used by the contractor, must be made available to all members of
management involved in the recruiting, screening, selection, and promotion
process. Copies must also be distributed to all recruiting sources.
Subp. 4.
Selection process evaluation.
The contractor shall evaluate the total selection process
to ensure freedom from bias and, thus, aid the attainment of goals and
objectives.
All personnel involved in the recruiting, screening,
selection, promotion, disciplinary, and related processes must be carefully
selected and trained to ensure elimination of bias in all personnel
action.
Selection techniques other than tests may also be
improperly used so as to have the effect of discriminating against minority
groups and women. Such techniques include, but are not limited to, unscored
interviews, unscored or casual application forms, arrest records, credit
checks, considerations of marital status or dependency or minor children. Where
data exists suggesting that there is unfair discrimination or exclusion of
minorities or women, the contractor shall analyze its unscored procedures and
eliminate them if they are not objectively valid.
Subp. 5.
Recruitment techniques.
Suggested techniques to improve recruitment and increase
the flow of minority or female applicants are as follows in items A to
J.
A. Certain organizations such as
the Urban League, Job Corps, Equal Opportunity Programs, Inc., concentrated
employment programs, Neighborhood Youth Corps, secondary schools, colleges, and
city colleges with high minority enrollment, the state employment services,
specialized employment agencies are normally prepared to refer minority
applicants. Organizations prepared to refer women with specific skills are:
National Organization for Women, welfare rights organizations, Women's Equity
Action League, Talent Bank for Business and Professional Women (including 26
women's organizations), Professional Women's Caucus, Intercollegiate
Association of University Women, black women's sororities and service groups
such as Delta Sigma Theta, Alpha Kappa Alpha, and Zeta Phi Beta; National
Council of Negro Women, American Association of University Women, YWCA, and
sectarian groups such as Jewish women's groups, Catholic women's groups,
Protestant women's groups, and women's colleges. In addition, community leaders
as individuals shall be added to recruiting sources.
B. Formal briefing sessions shall be held,
preferably on company premises, with representatives from these recruiting
sources. Plant tours, presentations by minority and female employees, clear and
concise explanations of current and future job openings, position descriptions,
worker specifications, explanations of the company's selection process, and
recruiting literature shall be an integral part of the briefings. Formal
arrangements shall be made for referral of applicants, follow-up with sources,
and feedback on disposition of applicants.
C. Minority and female employees, using
procedures similar to item B, shall be actively encouraged to refer
applicants.
D. A special effort
shall be made to include minorities and women on the personnel relations
staff.
E. Minority and female
employees shall be made available for participation in career days, youth
motivation programs, and related activities in their communities.
F. Active participation in "job fairs" is
desirable. Company representatives participating shall be given authority to
make on-the-spot commitments.
G.
Active recruiting programs shall be carried out at secondary schools, junior
colleges, and colleges with predominant minority or female
enrollments.
H. Recruiting efforts
at all schools shall be undertaken whenever possible. Some possible programs
are:
(1) technical and nontechnical co-op
programs at predominantly black and women's colleges;
(2) "after school" or work-study jobs for
minority youths, female and male;
(3) summer jobs for underprivileged youth,
female and male;
(4) summer
work-study programs for female and male faculty members of the predominantly
minority schools and colleges; and
(5) motivation, training, and employment
programs for the hardcore unemployed, female and male.
I. When recruiting brochures pictorially
present work situations, the minority and female members of the workforce must
be included, especially when brochures are used in school and career
programs.
J. Help wanted
advertising shall be expanded to include the minority news media and women's
interest media on a regular basis.
Subp. 6.
Promotion.
The contractor shall ensure that minority and female
employees are given equal opportunity for promotion. Suggestions for achieving
this result include:
A. Post or
otherwise announce promotional opportunities.
B. Make an inventory of current minority and
female employees to determine academic, skill, and experience level of
individual employees.
C. Initiate
necessary remedial, job training, and work-study programs.
D. Develop and implement formal employee
evaluation programs.
E. Make
certain "worker specifications" have been validated on job performance related
criteria. Neither minority nor female employees shall be required to possess
higher qualifications than those of the lowest qualified incumbent.
F. When apparently qualified minority or
female employees are passed over for upgrading, require supervisory personnel
to submit written justification.
G.
Establish formal career counseling programs to include attitude development,
education aid, job rotation, buddy system, and similar programs.
H. Review seniority practices and seniority
clauses in union contracts to ensure the practices or clauses are
nondiscriminatory and do not have a discriminatory effect.
I. Make certain facilities and
company-sponsored social and recreation activities are desegregated. Actively
encourage all employees to participate.
J. Encourage child care, housing, and
transportation programs appropriately designed to improve the employment
opportunities for minorities and women.
Statutory Authority: MS s
363.074;
363A.37
