(a) General requirements. Under the equal opportunity clause
contained in section 202 of Executive Order 11246, as amended, employers
are prohibited from discriminating against employees or applicants for
employment because of religion or national origin, and must take
affirmative action to insure that applicants are employed, and that
employees are treated during employment, without regard to their
religion or national origin. Such action includes, but is not limited to
the following: Employment, upgrading, demotion, or transfer: Recruitment
or recruitment advertising; layoff or termination; rates of pay or other
forms of compensation; and selection for training, including
apprenticeship.
(b) Outreach and positive recruitment. Employers shall review their
employment practices to determine whether members of the various
religious and/or ethnic groups are receiving fair consideration for job
opportunities. Special attention shall be directed toward executive and
middle-management levels, where employment problems relating to religion
and national origin are most likely to occur. Based upon the findings of
such reviews, employers shall undertake appropriate outreach and
positive recruitment activities, such as those listed below, in order to
remedy existing deficiencies. It is not contemplated that employers
necessarily will undertake all of the listed activities. The scope of
the employer's efforts shall depend upon all the circumstances,
including the nature and extent of the employer's deficiencies and the
employer's size and resources.
(1) Internal communication of the employer's obligation to provide
equal employment opportunity without regard to religion or national
origin in such a manner as to foster understanding, acceptance, and
support among the employer's executive, management, supervisory, and all
other employees and to encourage such persons to take the necessary
action to aid the employer in meeting this obligation.
(2) Development of reasonable internal procedures to insure that the
employer's obligation to provide equal employment opportunity without
regard to religion or national origin is being fully implemented.
(3) Periodically informing all employees of the employer's
commitment to equal employment opportunity for all persons, without
regard to religion or national origin.
(4) Enlisting the assistance and support of all recruitment sources
(including employment agencies, college placement directors, and
business associates) for the employer's commitment to provide equal
employment opportunity without regard to religion or national origin.
(5) Reviewing employment records to determine the availability of
promotable and transferable members of various religious and ethnic
groups.
(6) Establishment of meaningful contacts with religious and ethnic
organizations and leaders for such purposes as advice, education,
technical assistance, and referral of potential employees.
(7) Engaging in significant recruitment activities at educational
institutions with substantial enrollments of students from various
religious and ethnic groups.
(8) Use of the religious and ethnic media for institutional and
employment advertising.
