District of Columbia Affirmative Action laws & HR compliance analysis

District of Columbia Affirmative Action: What you need to know

Affirmative action laws require the employer to make proactive efforts to represent individuals from certain protected classes in the workplace at levels comparable to those for unprotected groups. Affirmative action requirements are separate and distinct from nondiscrimination laws, which prohibit discriminatory acts against protected persons but do not mandate proactive steps in their favor. There is additional information about affirmative action.
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The District of Columbia Human Rights Act prohibits discrimination in employment based upon the actual or perceived: race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation of any individual (DC Code Sec. 2-1402.11et seq.). The law applies to all employers in the District of Columbia.
Pay Equity and Training Act. Under this Act, the District of Columbia is required to study wage disparities based on race and sex and provide for training and upward mobility programs to increase opportunities for racial and sexual equality (DC Code Sec. 32-601et seq.).
Private employers. There are no specific affirmative action provisions covering private employers, although employers may implement an affirmative action plan with the approval of the District of Columbia Office of Human Rights in accordance with guidelines issued by the Office (DC Code Sec. 2-1402.53).
Banks and savings and loan associations. All banks and savings and loan associations subject to the District of Columbia Human ...

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