Diversity and Inclusion

Leveraging Diversity, Nurturing Inclusion

We help organizations leverage the diversity of their people by proactively building inclusive cultures.

Diversity & Inclusion Strategy Audit

Business leaders know their organizations are becoming more diverse. Leaders may also recognize the overwhelming evidence that diversity among board membership is associated with better financial outcomes.


What leaders do not always know, however, is how to leverage and optimize the diversity that already lives within their employees. Nor do they understand how to orchestrate and facilitate a workplace culture that oozes with inclusivity. Inclusive cultures attract and, more importantly, retain the increasingly diverse employees needed to innovate and win in the marketplace.


At SOLVE, we understand that a strong diversity and inclusion strategy is a competitive advantage for our clients.  We also know that support for these efforts must start in the C-Suite. Our Diversity & Inclusion Strategy Audit is designed to identify short- and long-term opportunities for turning good intentions into lasting impact.


SOLVE’s Diversity & Inclusion Strategy Audit examines and assess:

  • Organizational Strategy Integration
  • Human Resources Hiring Processes and Systems
  • Employee and Leadership Development Programming
  • Cultural Values and Artifacts
  • Brand Positioning
  • Inclusion Enablement


Contact us for a free pre-audit consultation today!


An Affirmative Action Plan is a way for an organization to evaluate their initiatives and strategies to achieve equal employment opportunities for everyone. The plan includes a statistical evaluation of the company’s workforce to show how women and minority groups are represented compared against a general representation of employees with similar skills in the comparable labor market. An Affirmative Action Plan also provides a plan for the company to correct problem areas and support the recruitment of an equal workforce.


Affirmative action laws are governed by the Office of Federal Contract Compliance Programs (OFCCP). It is the organization’s responsibility to know if it is required to have an Affirmative Action Plan. Plans are required when doing business with the U.S. Federal Government. It is sometimes very apparent that an Affirmative Action Plan is required (such as being listed in the terms of a contract). However, some companies may be surprised to learn that something as simple as providing food or beverages to a federal agency or military base can require an Affirmative Action Plan.


Here are a few factors that require an organization to have an AAP plan:

  • 50 or more employees and/or contracts worth $50,000 or more with the Federal Government
  • Serving as a depository of government funds in any amount (like a bank!)
  • Serving as a financial institution issuing or paying agent
  • Has receipt of goods (Bill of Lading) in any 12-month period of $50,000 or more
  • Has construction contracts with federal assistance of $10,000 or more


If an organization is required to have an Affirmative Action Plan and they do not, they may be subject to sanctions, penalties and liabilities.


But not to worry – SOLVE can help you with your Affirmative Action Plan needs! Our services include:

  • Review of EEO codes to ensure they are correct and assistance regarding OFCCP guidelines
  • Providing templates and instructions for collection of appropriate data required for your plan
  • Analyzing and reporting on company data in several areas including the makeup of your workforce, recruitment methods, and demographics
  • Preparation of Affirmative Action Plans including all required statistical reports


Navigating the world of Affirmation Action Planning is not an easy task. But not to worry – SOLVE is here to make sure you have the most up-to-date information and support you need to fulfill your federal employment requirements.