. _ forecast and monitor the proportion of various protected group members, such as women and minorities, that are in various job categories and career tracks.
A. Ethnocracies
B. Group rights
C. Affirmative action plans
D. Ethnic nepotism
E. Employment background checks
The correct answer and explanation is :
The correct answer is:
C. Affirmative action plans
Explanation:
Affirmative action plans (AAPs) are policies and strategies designed to promote diversity and equal opportunities in the workplace. These plans aim to address past and present discrimination by ensuring that historically underrepresented groups, such as women and minorities, have fair access to employment, promotions, and career advancements.
One of the key functions of an affirmative action plan is to forecast and monitor the proportion of various protected group members in different job categories and career tracks. This involves collecting data on employee demographics, setting hiring and promotion goals, and implementing policies that foster an inclusive work environment. By doing so, organizations can identify disparities and take corrective actions to ensure fair representation.
For example, an organization may track the percentage of women in leadership roles or the number of racial minorities in technical positions. If these numbers fall significantly below industry or national benchmarks, the organization might implement targeted recruitment, training programs, or mentorship initiatives to improve representation.
Why Other Options Are Incorrect:
- A. Ethnocracies – An ethnocracy is a political system where one ethnic group holds disproportionate power. It does not relate to workplace diversity monitoring.
- B. Group rights – This refers to legal or political rights granted to specific groups rather than workplace diversity efforts.
- D. Ethnic nepotism – This involves favoritism toward one’s ethnic group in hiring and promotions, which contradicts the goals of affirmative action.
- E. Employment background checks – These are used to verify a candidate’s history, not to monitor workforce diversity.
Thus, affirmative action plans best fit the description of forecasting and monitoring workplace diversity.