Illinois Affirmative Action laws & HR compliance analysis

Illinois 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 their numbers in the geographic area. 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. This section is limited to a discussion of affirmative action requirements. F
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The Illinois Human Rights Act prohibits employment practices that discriminate on the basis of race, color, religion, sex, sexual orientation, national origin, ancestry, age, marital status, disability, or arrest record or criminal history record that has been ordered expunged or sealed. The Act covers employers with 15 or more employees who have been employed for 20 or more weeks within the current or preceding calendar year (775 ILCS 5/1-101et seq.). It has no specific affirmative action provision that requires private employers to take affirmative action.
The Human Rights Act requires all state agencies to develop affirmative action plans (AAPs) with goals and timetables for all protected groups (775 ILCS 5/2-105(B)). The Department of Human Rights monitors plan progress.
The Act also requires employers with public works contracts to implement affirmative action to promote equal employment opportunities (775 ILCS 5/2-105(A)).
The Department of Employment Security collects data that will help employers prepare their AAPs. For more ...

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