1. Statement of Commitment

FGi Solutions LLC is committed to providing equal employment opportunities to all employees and applicants for employment. The company does not discriminate based on race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other protected characteristic. We are committed to affirmative action to ensure that employment practices are free of bias and that we foster a diverse and inclusive workplace.

2. Organizational Structure

FGi Solutions LLC is structured to support its global operations with key departments including:

• Executive Leadership
• Procurement and Sourcing
• Logistics and Operations
• Sales and Marketing
• Human Resources
• Finance and Administration

The company’s organizational chart, including job titles and reporting relationships, is documented and maintained by the Human Resources department.

3. Workforce and Job Group Analysis

FGi Solutions LLC conducts an annual workforce analysis to assess the composition of its employees across all job categories. This analysis includes:

• Employee Demographics: Collection of data on race, gender, ethnicity, and other protected characteristics.
• Job Group Analysis: Classification of positions into job groups based on similar duties, responsibilities, and compensation.

The results are compared with relevant labor market data to identify any underrepresentation of protected groups.

4. Availability Analysis

FGi Solutions LLC assesses the availability of qualified individuals from underrepresented groups in the labor market by:

• Analyzing census data and other labor market information.
• Considering the internal promotion and transfer opportunities within the company.

This analysis helps to establish realistic, measurable goals for increasing the representation of these groups in our workforce.

5. Goals and Timetables

Based on the workforce and availability analysis, FGi Solutions LLC sets specific, measurable goals to address any underrepresentation. These goals may include:

• Hiring Goals: Increasing the recruitment of women, minorities, veterans, and individuals with disabilities in specific job categories.
• Promotion Goals: Ensuring equitable opportunities for advancement for all employees.
• Retention Goals: Implementing initiatives to retain a diverse workforce.

Timetables are established to track progress toward achieving these goals within specified timeframes.

6. Action-Oriented Programs

To meet our affirmative action goals, FGi Solutions LLC implements the following programs:

• Recruitment Initiatives: Partnering with diverse job boards, community organizations, and educational institutions to attract a broader range of candidates.
• Training and Development: Offering training programs focused on professional development, leadership skills, and career advancement for underrepresented groups.
• Outreach Efforts: Participating in job fairs, hosting informational sessions, and building relationships with organizations that support diverse populations.
• Inclusive Workplace Culture: Promoting a culture of inclusion through diversity training, employee resource groups, and policies that support work-life balance.

7. Internal Audit and Reporting Systems

FGi Solutions LLC maintains an internal audit and reporting system to:

• Monitor Compliance: Regularly review employment practices, including hiring, promotion, and termination, to ensure they align with our affirmative action goals.
• Evaluate Progress: Assess the effectiveness of the AAP by tracking the company’s progress toward meeting its goals.
• Corrective Actions: Implement corrective actions where necessary to address any barriers to equal employment opportunity.

8. Harassment Prevention Policies

FGi Solutions LLC has a zero-tolerance policy for harassment and discrimination. All employees are required to adhere to the company’s anti-harassment policies, which are communicated regularly through training and written materials. Any violations of these policies are promptly investigated and addressed.

9. Recordkeeping

FGi Solutions LLC maintains comprehensive records to document:

• AAP Documentation: The AAP itself, including workforce analysis, availability analysis, and goals.
• Employee Data: Demographic data for all employees, applicants, hires, promotions, and terminations.
• Outreach and Recruitment Efforts: Records of all outreach and recruitment activities, including job postings and partnership agreements.

These records are reviewed annually to ensure compliance with affirmative action regulations.

10. Communication of the AAP

The AAP is communicated to all employees at FGi Solutions LLC through:

• Employee Handbook: Inclusion of the AAP in the company’s employee handbook.
• Orientation Sessions: Presentation of the AAP during new employee orientation.
• Ongoing Training: Regular training sessions that reinforce the company’s commitment to affirmative action and equal employment opportunity.

The AAP is also made available to employees and applicants upon request.

11. Responsibilities for Implementation

The Affirmative Action Officer at FGi Solutions LLC is responsible for the implementation, monitoring, and maintenance of the AAP. This includes coordinating with department heads, ensuring compliance with federal regulations, and reporting on the program’s effectiveness.

12. Annual Review and Update

FGi Solutions LLC’s AAP is reviewed and updated annually to reflect changes in workforce composition, applicable laws, and company goals. The annual review ensures that the company remains compliant with federal regulations and continues to promote equal employment opportunities.

Conclusion

FGi Solutions LLC is committed to the principles of affirmative action and equal employment opportunity. By developing and implementing this Affirmative Action Program, the company aims to create a diverse and inclusive workplace where all employees have the opportunity to succeed.