When deciding between an establishment-based Affirmative Action Program and a Functional Affirmative Action Program (FAAP), the FAAP – with its new directive – has several clear advantages.

Check out what current contractors with FAAP agreements have to say about the benefits of using FAAPs:

“The traditional, establishment AAPs presumes that you make decisions at the physical level, and that’s not reality. FAAP really solves that problem. You get clear alignment and sponsorship. It helps leadership understand their workforce and communicate expectations.”
-Denise King, Sr. Director of Employment Equity at Harris Corp.

“The application was easy to pull together and the directions were straight-forward. There were a few follow-up questions, but communication between the parties was quite efficient, and getting approved was fairly seamless.”
-Nicole Narvaez Manns of BNY Mellon, who has been using FAAPs since 2015

“When you look at the last 15-20 years – with the combined effect of e-commerce, globalization and more central role of information technology in supporting work and communication – the physical work location of employees has become less important. For many federal contractors, the FAAP structure is a better fit for the new virtual organizational forms and virtual teams. It is conducive to producing relevant AA analytics, better accountability and an effective management of the AAPs.”
-Soul Cherradi, Manager of HR Compliance for BP