Several BCGi members have recently raised questions regarding whether and to what extent the OFCCP’s affirmative action obligation for federal contractor employees requires contractors to monitor employment selection decisions based on the various combinations of sex and race/ethnicity. Unfortunately, the answer is somewhat complicated. As it Continue Reading...
Not Quite There: The Unfinished Work on Affirmative Action Compliance
The Civil Rights Act of 1964 was passed almost 60 years ago, but businesses large and small still struggle with affirmative action compliance and training for compliance professionals. Why? Because equal employment opportunity and affirmative action compliance are surrounded by misinformation and misunderstanding. The law benefits and Continue Reading...
Stop Dreading Affirmative Action Conversations With Recruiters
Far from the political sphere, away from indignant reactions and posturing by elected officials, you will find compliance professionals putting in the work. They grind away day in and day out, outlining and implementing sound affirmative action compliance programs for their organizations. Why do they do this? For one thing, it’s the law; for Continue Reading...
Training Compliance Professionals to Continue the Conversation
Hiring managers don’t need to go to law school to understand compliance. Companies hire experts for that purpose. Instead, these managers should be able to spot issues, cite specific policies when necessary, and quote experts. Bogging them down with technicalities of affirmative action compliance can sometimes hinder Continue Reading...
Affirmative Action Compliance Is Not a Necessary Nuisance
Many hiring managers see affirmative action compliance as a requirement they’re forced to uphold. Unfortunately, this mindset increases the likelihood that they do the bare minimum to maintain compliance instead of using compliance requirements as a useful tool. Getting buy-in on affirmative action has to be more robust than trying to check Continue Reading...
