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1. What is affirmative action? Affirmative action refers to the laws, regulations, programs and affirmative steps taken to ensure equal job opportunity and accessibility to all people (without regard to race, ethnicity, national origin, religion, age, gender, ability and veteran status). Many affirmative action programs were developed from the Civil Rights Act Title VII (1964) which prohibits discrimination based on race, color, sex, religion, or national origin by employers with 15 or more employees. New York State and Tompkins County law also includes marital status, ex-offender status and real or perceived sexual orientation. This regulation covers general discrimination and considers sexual harassment a form of sexual discrimination. 2. Is Tompkins County an affirmative action employer? Yes. In 1985, Tompkins County Board of Representatives approved an Affirmative Action Program. To assist in the implementation of the plan, Anita Fitzpatrick, Commissioner of Personnel, serves as the County’s Affirmative Action Officer. The Community Affirmative Action Committee was established to assist with the program and serves in an advisory capacity for the program. The 58 page plan has been distributed to each County department, is available to all employees, is on the Web and contains goals and action plans for three primary areas:
Listed below are a few of the laws and regulations that have had an influence on our workplace policies and agreements and provided a framework for our affirmative action program: ADEA – Age Discrimination
in Employment Act
4. How can affirmative action programs be successful? To be successful, affirmative action programs must be more than written policies and programs. Affirmative Action commitments of all employees, managers, leaders and decision makers must be encouraged and maintained through education and training, personal experiences and discussions. Affirmative action programs are more successful with strong organizational commitment from leadership and employee groups. Affirmative Action programs should have well known annual objectives with clear action plans and the roles and responsibilities should to be defined carefully. 5. Does the TC Affirmative Action Program cover more than gender and race differences? Yes. Over the last thirty years, Tompkins County has continued to expand our equal job opportunity and accessibility focus beyond gender and race. Since people differ according to age, national origin, educational backgrounds, family history, religious upbringing, physical abilities, sexual orientation and much more; Tompkins County is committed to equal opportunity for every eligible applicant. A program that embraces diversity is about all of us – not just one or two groups. Diversity exists among any group of people, visible or invisible, commonly known or unknown. The Tompkins County Affirmative Action program covers areas of race, ethnicity, national origin, religion, age, gender, class, real or perceived sexual orientation, ability, veteran status and status as an ex-offender. 6. What would be included in affirmative action training and education?
There is some documented progress in statistics of under-represented groups in the national workforce. There are low unemployment rates and overall improved economic stability. For many individuals, this is progress. Yet there is also resistance to change and continued difficulties in our workforces. Daily articles of discrimination, racism and violence in our workforces headline the paper and news. Research nationally and locally continues to identify the inequities in workforces and in work progression for under-represented groups. Benefits are still controversial. Allegations of discrimination, lack of access, poverty and oppression, misunderstanding, violence and hate crimes against minority individuals and groups and language barriers still exist. Improvement is always possible, the work is never done and the needs are great. 9. What is Tompkins County doing now?
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