Possibly. Affirmative action plans aren’t required of all employers.
However, employers and subcontractors who enter into contracts
with the federal government and certain public sector employers
such as community colleges and school districts are required to have
such plans. In addition, affirmative action obligations may be imposed
on companies as part of a court-approved agreement (for example,
following the finding of employment discrimination in a class-action lawsuit). Finally, companies may voluntarily elect to have affirmative action plans in an effort to correct imbalances against protected classes in traditionally segregated job categories.

More specifically, government contractors and subcontractors with fifty or more employees and contracts of $50,000 or more are
prohibited from discriminating against any employee or applicant
for employment on the basis of race, color, religion, sex, or national
origin. These employers are required to have a written plan and
to take affirmative efforts in employment and promotions so that
minorities and women will be employed at all levels in the workforce.

Affirmative action imposes on employers the duty to take positive
steps to identify discrimination against protected classes and to
improve work opportunities for women and minorities. Affirmative
action, as its name implies, requires a company to proactively reach
out to qualified members of groups that were formerly excluded
from hiring and promotional opportunities.

Taken From : The Hiring and Firing Quention and Answer Book

The concept is fairly
simple: Unless companies aggressively combat the effects of unintended discrimination, the status quo will remain, and protected
groups of employees will continue to be excluded from equal mployment opportunities. The mechanics of affirmative action plans are complicated and go well beyond the scope of this book. However, suffice it to say that one of the key challenges in any company’s affirmative action plan is quantifying the results of its outreach efforts. That, in turn, involves determining areas of workforce underrepresentation via a current workforce analysis, geographic labor force analysis by race and sex, a corrective action plan with goals and timetables for correcting
any underutilization, and a self-audit system.