Wisconsin Affirmative Action laws & HR compliance analysis

Wisconsin Affirmative Action: What you need to know

“Affirmative action” laws require an employer to make proactive efforts to represent individuals from certain protected classes in this workplace.
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. There is additional information and a discussion of nondiscrimination laws. There is additional information.
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Private employers. Although private employers do have nondiscrimination obligations imposed by the Wisconsin Fair Employment Act (WI Gen. Stat. Sec. 111.31et seq.), such employers are not subject to affirmative action requirements. The Act specifically states that it does not require an employer to adopt an affirmative action plan to correct an imbalance in the workforce. There is additional information on the nondiscrimination requirements of the Act.
State agencies. The Wisconsin State Employees' Antidiscrimination Law (WI Gen. Stat. Sec. 230.01et seq.) requires all state agencies to promote equal employment regardless of age, race, creed or religion, color, disability, sex, national origin, ancestry, sexual orientation, or political affiliation. State agencies are also required to have written affirmative action plans that include goals and timetables for achieving a “balanced workforce.”
State agencies are required to give due consideration to affirmative action concerns when making promotions. The law affords protections based on age, race, color, religion, disability, gender, and national origin. ...

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