For a successful diversity recruitment strategy, employers must have a written plan that includes strategies in which are measurable and accountable, and buy in from the corporate community. More importantly, support from corporate executives is critical to the success of any diversity recruitment plan.
There are three reason why companies should be interested in diversity recruitment. First, there may be regulatory reasons. OFCCP, for example, has established targets for percentages of their workforce that are veterans and disabled persons. It’s important for companies to show progress toward those targets in case of an audit.
Here at America's Job Exchange (AJE) we pride ourselves on "beginning to end" audit support back by our team of compliance experts.
This is a first, in a series, of 'Ask The Expert' Q&A blogs where we will tap into the vast pool of industry knowledge we have here at America's Job Exchange (AJE). This blog features our resident expert, Gary Cowan, Director of Compliance.
The Office Of Federal Contract Compliance Programs (OFCCP) expects good faith outreach efforts pertaining to affirmative action to be expansive to increase the pool of qualified candidates. Outreach has to be external (to reach the wider labor market), and internal (immediate workforce). Proof of outreach must be meticulously maintained. Good faith efforts also encompass training … Continue reading AJE’s Updated Reporting Tool with an Outreach Management Component
Adverse impact is the analysis of selection rates of protected and non-protected groups. According to the guidelines “a selection rate for any race, sex or ethnic group which is less than four-fifths (or 80%) of the rate for the group with the highest rate will generally be regarded by the Federal enforcement agencies as evidence … Continue reading The Value of Understanding Adverse Impact