The New Components of Compliance

Kurt Ronn


Companies may not even know their hiring practices are discriminatory, but a lack of awareness won't protect talent managers and the organizations they serve from paying the steep price for non-OFCCP compliance.
The Internet has made it easier for everyone to apply for a job. But it has also made it easier for companies to inadvertently discriminate against job seekers.

The Office of Federal Contract Compliance Programs (OFCCP), a division of the Department of Labor's Employment Standards Administration, oversees federal government contractors' hiring practices. The OFCCP is charged with finding and penalizing organizations that discriminate against job seekers, and its work — ensuring compliance with employment regulations with respect to discrimination and affirmative action — keeps the organization awfully busy.
Organizational efforts to remedy systemic hiring discrimination can cost a great deal, but not being compliant is even more expensive. In 2006 and 2007 combined, the OFCCP collected more than $100 million in settlements from federal contractors with non compliant recruitment and hiring practices.
To avoid this unnecessary cost to both the bottom line and brand reputation, federal contractors and talent managers must scrutinize their recruitment processes and quickly fix any problems before an audit occurs.

Talent Management - The New Components of Compliance
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