Affirmative Action Plan

Hearing Speech & Deaf Center of Greater Cincinnati
Affirmative Action Program

EEO Recruitment Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will make a good faith effort to recruit a diverse group of employees and provide equal opportunity for minorities, women and disabled persons. Hearing Speech & Deaf Center of Greater Cincinnati will advertise positions in media outlets that will provide information and access to the underserved populations.

EEO Selection Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will utilize procedures, processes and techniques that are fair and do not have an adverse impact on minorities, women or disabled persons. Prospective employees will not be excluded from the hiring process due to race, color, religion, sex, sexual orientation, national origin, disability, age (40 years old or more), military status, and veteran status.

EEO Placement/Orientation

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will provide newly hired employees with basic employment information during the first couple weeks on the job. New employee position descriptions, fringe benefits information, policies, procedures, and EEO are a few of the topics, which should be covered. Employees will not be denied fringe benefits and or opportunities for promotion based on race, color, religion, sex, sexual orientation, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Performance Evaluation

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will evaluate the performance of their employees on an annual basis. It should provide the necessary supervisory feedback to identify areas to be improved as well as to reinforce those activities that meet or exceed standards. Performance will be evaluated without regard to race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Training Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will attempt to diversify their workforce by utilizing training and apprenticeship programs with diverse participants. Training and apprenticeship programs can increase the number of qualified minorities, women, disabled persons and veterans available for job placement.

EEO Discipline Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will set clear disciplinary standards and warn of consequences for non-compliance. Discipline will be designed to rehabilitate employees who choose to correct their behavior as well as justify the termination of those who do not. The employer will not mistreat or unfairly discipline an employee based on race, color, religion, sex, national origin, disability, age (40 years old or more), military status and veteran status.

EEO Separation Strategies/Exit Interviews

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will conduct exit interviews as a problem-solving tool in an attempt to reduce employee turnover. Exit interviews can provide the organization with information about how to correct the causes of discontent and reduce the costly problem of employee turnover.

EEO Monitoring Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will ensure Human Resources managers and supervisors understand this plan and hold managers and supervisors accountable for the effectiveness of this plan.

Minority Business Enterprise Solicitation Strategies

  • Strategy: Hearing Speech & Deaf Center of Greater Cincinnati will make a good faith effort to solicit business from certified minority owned businesses (MBE). Hearing Speech & Deaf Center of Greater Cincinnati will utilize the State of Ohio, Equal Opportunity Division’s webpage to access certified MBEs. https://eodreporting.oit.ohio.gov//searchMBE.aspx