Affirmative Action: Post-Offer Invitation to Self-Identify

One key step in ensuring equitable hiring practices is the use of Post-Offer Invitation to Self-Identify forms. These forms not only help your organization comply with regulations but also encourage candidates to share valuable information that can shape a more inclusive workplace. If your organization aims to uphold its commitment to diversity, you'll want to understand how to effectively implement these forms. Below, we have created an Affirmative Action: Post-Offer Invitation to Self-Identify veteran, gender, and race, in compliance with VEVRAA and EO 11246.

Affirmative Action: Post-Offer Invitation to Self-Identify Form Template

[Company Name]

Affirmative Action: Post-Offer Invitation to Self-Identify

Section 1: Introduction

As a federal contractor, [Company Name] is required to take affirmative action to employ and advance in employment qualified individuals with disabilities, qualified protected veterans, women, and minorities. To comply with these regulations, we invite you to voluntarily self-identify if you fall into one or more of these categories.

Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment. The information you provide will be kept confidential and will be used only in accordance with federal regulations.

Section 2: Invitation to Self-Identify as a Veteran

Please check one of the boxes below that best describes your veteran status:

• I identify as one or more of the following protected veteran categories:
  
  
  • [ ]  Disabled Veteran
  • [ ]  Recently Separated Veteran
  • [ ]  Active Duty Wartime or Campaign Badge Veteran
  • [ ]  Armed Forces Service Medal Veteran
• [ ]  I am NOT a protected veteran.
• [ ]  I choose not to disclose.

Section 3: Invitation to Self-Identify as a Person with a Disability

Please check one of the boxes below that best describes your disability status:

• [ ]  Yes, I have a disability, or have had one in the past.
• [ ]  No, I do not have a disability.
• [ ]  I choose not to disclose.

Section 4: Invitation to Self-Identify as a Member of a Protected Group under EO 11246

Please check one of the boxes below that best describes your gender and race/ethnicity:

• Gender:
  
  • [ ]  Male
  • [ ]  Female
  • [ ]  I choose not to disclose
• Race/Ethnicity (Please select one):
  
  • [ ]  Hispanic or Latino
  • [ ]  White (Not Hispanic or Latino)
  • [ ]  Black or African American (Not Hispanic or Latino)
  • [ ]  Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino)
  • [ ]  Asian (Not Hispanic or Latino)
  • [ ]  American Indian or Alaska Native (Not Hispanic or Latino)
  • [ ]  Two or More Races (Not Hispanic or Latino)
  • [ ]  I choose not to disclose

Section 5: Confidentiality and Non-Discrimination Notice

The information provided will be kept confidential and used only in ways that are consistent with federal regulations, including the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and Executive Order 11246. Providing or refusing to provide this information will not affect your employment.

Section 6: Employee Acknowledgment

I acknowledge that I have read and understood the information provided above and voluntarily choose to self-identify as indicated.

Employee Name: ____________________________________

Signature: _________________________________________

Date: _____________________________________________

For Office Use Only

HR Representative Signature: _____________________________________

Date Received: _________________________________________________

Benefits of Affirmative Action: Post-Offer Invitation to Self-Identify

1) Legal Compliance

• EO 11246 and VEVRAA require federal contractors to solicit demographic information from applicants and new hires for Affirmative Action Plan and compliance purposes.
• Contractors must retain records related to hiring, promotion, compensation, and other terms of employment, including race, gender, and ethnicity data.
• Self-identification helps contractors meet these legal obligations.

2) Affirmative Action Planning

• Contractors use self-identified data to create Affirmative Action Plans (AAPs) that promote equal employment opportunities.
• AAPs include strategies for hiring, promoting, and retaining underrepresented groups, such as veterans and minorities.
• Self-identification data informs targeted outreach efforts.

3) Monitoring and Reporting

• Contractors track workforce demographics to assess progress toward diversity goals.
• Self-identification data allows contractors to measure the effectiveness of their diversity initiatives.
• Reporting this data helps demonstrate compliance during audits.

4) Protected Veteran Status

• VEVRAA specifically requires contractors to invite applicants to self-identify their protected veteran status.
• Contractors can ask whether an applicant is a protected veteran or prefers not to disclose.
• This information helps tailor recruitment efforts and ensure equal opportunities for veterans

Conclusion

In conclusion, implementing a robust affirmative action strategy is essential for fostering a diverse and inclusive workplace, particularly in the context of post-offer invitations to self-identify veterans, gender, race, and other categories protected under VEVRAA and EO 11246. By using the form template in this article, HR managers can streamline the data collection process, ensuring compliance with federal regulations while simultaneously promoting equal opportunities within their organization. This proactive approach not only enhances your organization's commitment to diversity but also strengthens its reputation as an employer of choice among underrepresented groups.