We are the Affirmative Action Planning Experts
Need help developing your Affirmative Action Plans for Protected Veterans and Disabled Individuals?
You have come to the right place!
Welcome to Affirmative Action Made Simple!
We specialize in Affirmative Action Planning, OFCCP Audit Support, and EEO Compliance. Our AAPs have been audited in all regions by the US Department of Labor and have been found to be in full compliance. We serve large corporations, small businesses, and nonprofit organizations. Excellent references are available. Call us or email us today. We are ready to help you.
We are
the Affirmative
Action Experts
- We specialize in developing affirmative action plans (AAPs), supporting our clients through affirmative action compliance audits, and filing the annual federal Vets-4212 and EEO-1 reports on behalf of our clients. Our AAPs have been audited in all states and have been found to be in full compliance. We serve large corporations, small businesses, and nonprofit organizations. Excellent references are available. Call (770-943-3922) or email us (Consultants@EEO-MadeSimple.com) today. We are ready to help you.
- When you outsource your AAPs to us, our support starts with helping you gather the employment data our team of experts will use to develop your AAP(s). Upon receipt of the data, we add value by reconciling it before developing your AAP(s). At the end, you receive a product that you can integrate into your business operations and confidently submit to the federal government in case of a compliance evaluation. In addition to the AAP, we will provide you with an Executive Summary Report along with risk-reduction strategies that you can share with your leadership team. Our goal is to help you mitigate EEO liability.
20+ years helping companies create cost-effective and compliant affirmative action programs (AAPs).
Two Affirmative Action Laws Federal Contractors Must Continue to Comply With After President Trump’s Executive Order 14173
On January 21, 2025, President Trump issued an Executive Order (14173) revoking Executive Order 11246. As you are aware, Executive Order 11246, issued by President Johnson in 1965, prohibited federal contractors and subcontractors from discriminating against employees and applicants on the basis of their race, color, religion, sex, or national origin. It also required federal contractors to take affirmative action to employ and advance in employment qualified women and minorities.
Trump’s new executive order significantly impacts your company/organization. You are now relieved of some (but not all) of your obligations under the federal contract compliance programs. It means that your company is no longer required to develop an annual Affirmative Action Plan (AAP) for women and minorities, but there are two affirmative action laws that your company must continue to comply with: the Rehabilitation Act, which requires your company to take affirmative action for disabled employees, and the Vietnam Era Veterans Reemployment Assistance Act (VEVRAA), which requires affirmative action for certain types of veterans, including disabled veterans, recently separated veterans, Armed Forces service medal veterans, and active duty wartime or campaign badge veterans. Prior to Trump’s Executive Order, your annual Affirmative Action Program consisted of three Affirmative Action Plans: one for women and minorities, one for disabled individuals, and one for protected veterans. With President Trump’s new Executive Order, it means your company is no longer required to develop an affirmative action plan for women and minorities, but you must continue your affirmative action plan for disabled individuals and your affirmative action plan for protected veterans, veteran/disabled applicant self-identification processes, and job-posting requirements. The federal government continues to enforce all of the requirements of the Rehabilitation Act and VEVRAA, including both affirmative action plans.
