What is Availability Analysis?

At its core, availability analysis is the process of examining the pool of qualified individuals present within a relevant labor market to determine their availability for employment. 

This analysis is often conducted to inform and support affirmative action plans and equal employment opportunity (EEO) policies. 

The goal is to ensure that your recruitment efforts align with the demographics of the qualified workforce, thus promoting diversity and compliance within an organization.

The Role of Availability Analysis in Corporate Strategy

The role of Availability Analysis can be outlined through several facets of corporate strategy:

1. Informing Recruitment and Hiring Decisions

Understanding the demographics of the available workforce allows companies to identify potential gaps or areas of improvement in their hiring processes. Availability analysis provides data that could reveal, for instance, that certain minority groups are underrepresented in the company relative to the labor pool. 

Acknowledging such insights can allow businesses to actively pursue diverse talent. It can also help them tap into new perspectives and skills that could enhance innovation and productivity.

2. Supporting Diversity and Inclusion Efforts 

Availability analysis allows businesses to assess their current workforce against the external marketplace for potential disparities. This assessment is crucial for forming the basis of diversity programs. It also plays a vital role in ensuring that talent acquisition and retention practices foster an inclusive environment.

3. Compliance with Legal and Ethical Standards

For companies that are federal contractors or subcontractors, compliance with Affirmative Action Program (AAP) regulations is mandatory. Availability analysis helps identify if there are areas where women, minorities, veterans, or individuals with disabilities are underutilized in the workforce. 

This allows companies to set specific goals aimed at correcting these discrepancies, ensuring legal compliance, and demonstrating a commitment to ethical business practices.

4. Strategic Workforce Planning

Long-term business success requires a future-ready workforce. Through availability analysis, companies gain insights into the skills that are present in the labor market. 

This approach allows business leaders to match their employees’ skills with the company’s strategic goals. It also helps them spot where training and development could bridge upcoming skill shortages and get the company ready for future obstacles and shifts in the market.

5. Enhancement of Employer Brand

A diverse workforce and fair employment practices can augment a company’s reputation. Availability analysis contributes to this by enabling companies to showcase their efforts to create a balanced workplace. 

Prospective employees often value diversity and corporate social responsibility. That said, an employer that is publicly committed to these values is likely to attract top talent.

6. Resource Allocation

Conducting an availability analysis can provide clarity on the distribution of HR resources. A company might find that investing more in certain recruitment channels or regions can yield a higher number of qualified candidates from underrepresented groups. 

Companies can build a more diverse candidate pipeline by effectively allocating resources where they are needed most.

7. Market Competitiveness

A diverse workforce is not just beneficial for meeting internal equity goals. It can also give a company a competitive edge in the market.

Diverse teams bring a variety of perspectives that can lead to innovative solutions and a better understanding of a multicultural customer base. Availability analysis plays a role in helping companies recognize the opportunity to distinguish themselves.

How to Successfully Conduct an Availability Analysis?

The process of conducting an availability analysis involves several steps.

Identifying Job Categories

The analysis begins by classifying the various positions within your organization into job categories based on similar duties, pay scales, and opportunities.

Determining the Availability of Qualified Individuals

For each job category, research is conducted to determine the demographics of the qualified individuals in the relevant labor market. 

Analyzing the Internal Workforce

The current workforce is analyzed to determine the representation of different groups within each job category.

Comparing Data and Identifying Discrepancies

The data from the external labor market is then compared to the internal workforce composition to identify areas where certain demographics may be underrepresented.

Setting Goals and Taking Action

If discrepancies are identified, businesses can set specific and achievable goals to improve representation within their workforce and adjust recruitment and promotion efforts accordingly.

Reiterating the Significance 

Availability analysis stands out as more than just a compliance exercise. It is an opportunity for businesses to harness the strengths of the qualified labor market. This approach not only solidifies your business’s standing in terms of regulatory compliance but also helps you build a dynamic and inclusive culture at large. 
Partner with us at Tarmack and take your first step towards building an enriching and inclusive workforce for your organization.