Minimize risk and stay compliant with DiversityJobs
Whether or not you are a federal contractor, you need to take specific steps to make sure you aren’t discriminating during your recruitment process. And you need to be proactive about recruiting, hiring, training, and promoting diverse employees. Thanks to recent mandates, you also have to prove that your efforts are paying off in terms of real, actual results.
Relax. We’ve got you covered.
It starts with the best diversity outreach
The strength of DiversityJobs.com is to help you engage all diversity groups. We take this one step further by publishing each of your jobs to our exclusive network of niche job sites for all people of color, including African Americans, Asians, Hispanics, Native Americans, as well as women, veterans, people with disabilities, older workers, and members of the LGBTQIA+ community.
The best compliance programs don’t just ‘check the boxes’ – they produce actual results
DiversityJobs will scrape your career site twice daily and publish all jobs to our exclusive diversity network. We work with virtually all Applicant Tracking Systems to make sure you are accurately tracking all candidates who come from our sites. Meanwhile, we automatically track all impressions, job views, and apply clicks to your jobs, which we save in your online account along with job performance reports. We also keep self-identified demographic data of the applicants clicking-through to your career site.
In short, we offer proven diversity with real results.
On-demand documentation and reporting
Our system takes automated screenshots of your jobs being published to DiversityJobs.com and to each of our niche diversity sites to prove your efforts to reach candidates from all diversity groups. Our saved records include all relevant verification data and are available online or to download into a simple spreadsheet for offline use.
State job bank posting with veteran and disability outreach
If your organization has a contract with the federal government, you understand the need to stay OFCCP compliant. Our solutions assist with your responsibilities under Executive Order 11246, VEVRAA and Section 503 of the Rehabilitation Act by:
- delivering jobs to State Job Banks, which are published after the 24-hour period for protected veterans
- confirming with proof of delivery and State-assigned Job ID
- managing reports, with documentation available on-demand
DiversityJobs – your trusted partner
If you’ve ever prepared EEO or AAP reports, or you’ve been through an audit, you know the value of a trusted partner. Our team is here to support you with historical data, job performance reports, applicant demographics, job posting documentation, and State Job Bank delivery and confirmation receipts.
You can rest easy knowing we’ll produce diversity results, provide accurate documentation, and be available when you need us.
Ready To Get Started?
Compliance terms you need to know...
Additional reading and resources:
SHRM Toolkit for Managing Federal Contractor Affirmative Action Programs
Employer.gov page for Federal contractor affirmative action and related requirements
Main site for the Office of Federal Contract Compliance Programs