Professional Documents
Culture Documents
In recruitment this means that, whether we realize it or not, our brain makes associations with people that we
can/can’t relate to automatically. These associations can be very helpful & positive, but can also be a detriment
to building a diverse, productive workforce.
http://kirwaninstitute.osu.edu/research/understanding-implicit-bias/
DO DON’T
Simplify your recruitment process Create unnecessary steps/complexity in your
process
Standardize your recruitment process Run “Unstructured” interviews
Understand there will always be a human variable Abandon diversity goals- you can always strive for
in hiring more
Ensure you have systems in place to capture any Allow the human variable to reign supreme in your
and all recruitment data process
Covered federal contractors and subcontractors must develop, implement, and annually update an AAP for each U.S. establishment
of 50 or more employees, even if those facilities do not contribute to the performance of any government contracts. A facility of less
than 50 employees may have its own small plan or “roll up” into the plan of the facility to which its workforce reports or from where
its personnel functions are handled.
An Affirmative Action program / plan includes those policies, practices, and procedures that the employer implements to ensure that all
qualified applicants and employees are receiving an equal opportunity for recruitment, selection, advancement, and every other term
and privilege associated with employment.
Most employers with at least 15 employees are covered by EEOC laws (20 employees in age discrimination cases).
Most labor unions and employment agencies are also covered.
The EEOC has the authority to investigate charges of discrimination against employers who are covered by the law. Our
role in an investigation is to fairly and accurately assess the allegations in the charge and then make a finding. If we find
that discrimination has occurred, we will try to settle the charge. If we aren't successful, we have the authority to file a
lawsuit to protect the rights of individuals and the interests of the public. We do not, however, file lawsuits in all cases
where we find discrimination.
The OFCCP
• Recruit from outside your normal source pool. Always be on the lookout for new & differentiated sources
o Niche Job Boards
o Veterans Associations
• If required by OFCCP regulations (Gov’t Contractor), be sure to post your job to the appropriate ESDS (Employment Service Delivery
Systems)
o Check with CareerOneStop to figure out where you’ll need to post
This usually is in the state where the majority of the job duties occur, or the home/reporting office of the job.
o This posting process can be tedious & unreliable, but during an OFCCP audit you’ll be glad you did
• This doesn’t mean you have to spend an exorbitant sum to post your jobs. Many organizations that work with people from protected
classes are absolutely free to use
o Work with systems that allow your jobs to be aggregated or distributed as part of the greater service or for a small additional fee
• Be sure to record all job postings, no matter how long they were posted or
o Where & when you posted the job
o Title, Location & Job Description
Active Affectionate
Be aware of the language used in your job descriptions. Job seekers hold implicit biases just like your
employees, and can identify more closely with certain words & tonality. These can be related to gender,
Aggressive Cheerful
age, ethnicity and many other protected class identifications.
• Per significantly documented research, language is regularly and subconsciously associated with a Challenge Compassionate
specific gender
o The list on the right is a small sample of words from a Waterloo/Duke Study Decisive Empathetic
• Collate your current job descriptions and read them with an independent 3rd party Dominant Gentle
o Would you apply? Would they apply?
o Feel free to revise your descriptions, but make sure you create a new job opening when using the
Hierarchy Kinship
revised version
• As a government contractor, each job posting must identify the fact that you hold a government Outspoken Responsive
contract, along with a few other bits of information:
o A statement of your desire for priority referrals of protected veterans. Persistent Supportive
o The name and location of each hiring location within the state.
o Contact information for the official responsible for hiring at each location.
Stubborn Understanding
o Contact information for any external job search organizations used by the company.
• There is an explicit difference between “Desired Qualifications” and “Minimum Qualifications”. Ensure that
these are formatted correctly in your description/app.
• Candidates who didn’t meet your “minimum qualifications” still must be included in your Applicant Flow Logs
per the OFCCP/EEOC
• Partially intended to create pay parity and reduce historical pay gap for protected classes: i.e. - women,
minorities, veterans
• This regulation is in earlier stages of rolling out state by state, but can be
o Massachusetts
o New York City (not the whole state)
o Philadelphia
o California (goes into effect 1/1/18)
o Oregon
o Delaware
o New Orleans (not the whole state)
“Structured” Interviews bring standardization to your process. Using a scorecard or interview guide is HIGHLY
recommended. They provide a number of benefits:
The OFCCP audit’s companies’ Applicant Flow logs, and will want a comprehensive record of all activity
• They will be interested in when the candidate fell out of the process
• They will also want to know precisely why a candidate fell out of the process
• Also important is who made the decision to remove the candidate from the process
Be careful in your phrasing, and don’t hesitate to work with a labor attorney. Systems can be helpful in
capturing all of this data and centralizing your reporting.
Automate these using data validation in excel or within your applicant tracking software
• The easier it is for you hiring managers to disposition candidates, the easier your life will be
• Uniformity of these reasons for non-selection allows you to gather and report on source values
• This consistency also helps remove bias or discriminatory practice from your disposition process
Covered contractors subject to affirmative action regulations must retain documents and data regarding applicants and
employees for two years.
The new VEVRAA and Section 503 regulations require employers to maintain certain records relating to veterans and
disability status for three years.
Information related to a background check should be kept for a minimum of five years, which is the statute of
limitations for bringing an action based upon a consumer report.
Consequences
• Back pay awards or other “make whole” remedies (e.g., job offers, reinstatement, benefits, lost overtime, front pay,
bonuses, seniority, etc.) for “victims” of discrimination identified by the OFCCP. Each year the agency obtains millions
in back pay through settlement or litigation.
• Compensation adjustments (proactive and/or retroactive) to address pay equity issues.
• Other diversity- and EEO-related measures mandated by the OFCCP under a Conciliation Agreement (e.g.,
management training, outreach efforts, etc.).
• Required submission of progress reports to the OFCCP regarding the corrective action ordered by the agency.
• The age of the individual at the time of conviction or release from prison.
• Evidence that the individual has performed the same type of work post-conviction, with the same or different
employer, without incidents of criminal conduct.
• The length and consistency of employment history before and after the offense.
• Employment or character references obtained regarding the individual’s fitness for the particular position.
SCREENING:
• The Step-by-Step Guide to Creating & Improving Your Background Check Policy [On Demand Webinar]:
https://www.ebiinc.com/resources/webinars/step-by-step-background-policy-webinar-download