why a manager should consider those factors while developing or implementing an affirmative action plan:

: Should NOT come before first implementing fair, legal, consistent hiring practices Should NOT come before actively, creatively recruiting the underrepresented Should be a proactive measure to remedy an underrepresented minority Should NOT be to solely avoid a lawsuit Should NOT be an impediment of another majority group Should NOT enforce a quota Should set a goal based on a percentage of qualified workforce Should be temporary to attain a goal but not necessarily maintain it Should NOT be more than a minimal intrusion of legitimate expectations of other employees