Problem:
This statement is true, and the only condition to this statement should be based on the size of the employer. With companies where there are less than a certain number of people (under twenty, let's say), it may not be possible for affirmative action plans to be utilized. However, all employers, regardless of size, including the smaller companies, should never be allowed to practice any form of discrimination. All employers, including smaller companies, should attempt to practice affirmative action plans, although it would be easier with companies that are larger, because there are more employees, and more open positions to fill within a larger company structure. Although the federal contractor/subcontractor status is now an issue with affirmative action plans, it should not be an issue. This should be a framework that is used in every company, regardless of their status. Each company over a certain size should be required to implement various aspects of affirmative action plans and training into the workplace. This would not be feasible for very small companies, because it would be costly, and would put too much of a strain on the smaller businesses, who have smaller budgets, and less free cash flow to work with, for their operations. The larger companies should be required, regardless of status, to incorporate the points into an affirmative action plan as recommended by the U.S. Department of Labor, which include "training programs, outreach efforts, and other positive steps" (DOL, 2012).
Reference: https://www.dol.gov/dol/topic/hiring/affirmativeact.htm