Gregory T. Chambers, president of the American Association for Affirmative Action (AAAA), explains why corporate America and the federal government need to stay committed to affirmative action programs. AAAA, founded in 1974, represents professionals who manage affirmative action, equal opportunity, diversity inclusion and human resource programs in the private and public sectors.

Bloomberg BNA: The terms "equal employment opportunity," "affirmative action", and "diversity initiatives" are sometimes used interchangeably, but, in general, how are they different?  

Chambers: There are similarities between diversity and affirmative action. Specifically, both efforts seek to promote inclusion and lessen discriminatory practices. However, the differences lie in concept and approach. These differences and their outcomes impact organizations differently.

Diversity programs mostly focus on organizational culture, shaping behavior, and leveraging differences to ultimately impact the bottom line. Affirmative action is numbers oriented, aimed at creating an environment where equal opportunity can prevail.

Bloomberg BNA: What are the major developments, shifts and trends in how U.S. corporations have established and instituted equal opportunity and affirmative action offices and programs?  

Chambers: There must be a linkage between affirmative action programs and diversity and inclusion (D&I) programs. Affirmative action must be used to measure progress and to identify where there may be barriers to diversity and inclusion as well as equal opportunity. It seems that more and more, employers are providing less support for affirmative action in terms of staff and financial support and elevating diversity and inclusion with resources and direct reporting to the highest level of the organization. 

Bloomberg BNA: Is there anything AAAA and its members would like the federal government to do in terms of equal employment opportunity (EEO) and affirmative action (AA) laws/regulations that it is currently not doing?  

Chambers: In the fall of 2011, AAAA met with Equal Employment Opportunity Commission (EEOC) and the Office of Personnel Management (OPM) to discuss possible collaboration in the implementation of President Obama's executive order on diversity and inclusion. 

During these discussions, it became apparent that agencies would need assistance in thinking about a structure and a process for moving toward a more collaborative model. To better understand the organizational structure and role of HR, EEO, and D&I professionals and to identify best practices, AAAA offered to survey its members who represent an extensive network of HR, D&I, and EEO practitioners. That survey is currently underway. Findings of the survey will culminate into a report. 

We would also like for the federal government to take a position on affirmative action in terms of it being fair, prevents discrimination, give everyone a chance to compete and that its essence is opportunity for the disenfranchised opposed to preferential treatment.

Bloomberg BNA: What's on the agenda at your upcoming annual conference/meeting in Washington, D.C. (June 13-15)?

Chambers: The focus of our 2012 conference is America's changing demographics. We will discuss where this nation is headed with regards to education, employment and governance in view of demographic and social-economic studies. This conference is just the first step in setting the stage for an ongoing national discussion examining the future of our education system and how to educate and make job ready the increasing number of students of color and economically disadvantage students.

Bloomberg BNA: Is there anything else you would like to add?  

Chambers: There is still a need for affirmative action. The increase in EEOC charges filed supports the need for affirmative action. There is a belief that diversity has replaced the need for affirmative action. Diversity focuses on inclusion, while affirmative action is designed to focus on historically excluded groups. One could argue that diversity wouldn't exist without affirmative action.

As affirmative action continues to lay the foundation for workplace equity, and continues to be a way of opening doors that historically have been shut to: women, minorities, persons with disabilities, and even veterans.

If you are interested in participating in a Q&A on enforcement actions, legal developments and news related to the Equal Employment Opportunity Commission or the Office of Federal Contract Compliance Programs or have a suggestion for a Q&A topic, contact me at lbridgeford@bna.com. You can also follow me on Twitter @LCBridgeford.