DiversityJobs.com

Compliance – we’ve got you covered


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.

 

Diversity Outreach
 

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 AmericansAsiansHispanicsNative Americans, as well as womenveteranspeople 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.

 

 

 

Proven Results

 

 

Reporting

 

 

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  

 

 

 

Documentation

 

Compliance

 

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...

Equal Opportunity Employer
Virtually all employment rights stem from Title VII of the Civil Rights Act of 1964. In short, Equal Opportunity Employers must not allow national origin, race, religion, color, sex (including pregnancy and sexual orientation), disability, genetic information, veteran status, or age to contribute to hiring, promotion, or firing decisions.   
Equal Employment Opportunity Commission (EEOC)

The Equal Employment Opportunity Commission (EEOC)

is the agency that enforces federal employment discrimination laws. Its main tasks include tracking hiring data and fielding complaints from employees about possible unlawful discrimination.

Any privately-owned company, state agency, labor union, or joint apprenticeship committee with 15 or more employees has to comply with the EEOC laws. 

Such laws protect employees and job applicants against employment discrimination when it involves:

  • Unfair treatment or harassment because of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information.
  • Denial of a reasonable workplace accommodation that the employee needs because of religious beliefs or disability.
  • Retaliation because the employee complained about job discrimination, or assisted with a job discrimination investigation or lawsuit.
Office of Federal Contract Compliance Programs (OFCCP)

Part of the US Department of Labor, the Office of Federal Contract Compliance Programs (OFCCP), ensures that employers doing business with the Federal Government comply with laws and regulations requiring nondiscrimination.
OFCCP regulations prohibit federal contractors and subcontractors from discriminating in employment decisions based on race, color, religion, sex, and national origin. It also requires them to make outreach efforts to hire and promote qualified individuals with disabilities, as well as Vietnam era and other covered veterans.

Affirmative Action Plans (AAPs)

Affirmative Action Plans outline an organization’s programs, policies, and procedures for proactively recruiting, hiring, training, and promoting women, minorities, people with disabilities, and veterans to ensure that all individuals have equal opportunities in employment. 

AAPs include numerical measures with the intent of increasing the workplace representation of various groups – historically women and ethnic minorities – compared to the general representation of individuals with similar skills in the relevant labor market. An AAP also provides a road map for management to correct problem areas and support recruitment goals. 

The OFCCP enforces compliance with affirmative action requirements. Proactive steps by contractors to comply with the OFCCP’s regulations will ensure that organizations will continue to be eligible to receive federal contracts, as well as reduce the risk associated with an audit and an OFCCP-imposed penalty.

EEOC compliance requirements

The EEOC and the OFCCP together require that employers:

  • develop a written affirmative action plan relating to minorities, women, people with disabilities, and covered veterans
  • apply the affirmative action plan not only to the hiring process, but also to recruiting, firing, promotions, harassment, training, wages, and benefits
  • collect demographic data on the race, gender, disability status, and veteran status of your applicants
  • create an internal audit and reporting system
  • post notices of nondiscrimination and employees’ rights
  • file an annual EEO-1 report
  • add language in your job postings affirming that you consider all applicants without regard to race, color, religion, sex or national origin, and include the required tagline: “EEO/AA employer.”
The EEO-1 report

The EEO-1 report is a compliance survey that requires certain companies to provide a record of their employment data categorized by ethnicity, race, gender, EEO-1 job category, and designated salary bands.

The EEO-1 report is submitted to the EEOC and the OFCCP and must be filed by:

  • employers with 50+ employees who have federal contracts of $50,000+
  • employers who do not have federal contracts but have 100+ employees
Federal Contracts
If your business involves federal contracts or subcontracts worth more than $10,000, you must comply with EEO requirements or your contract could be canceled, and you may be penalized.
Section 503 of the Rehabilitation Act of 1973 (Section 503)
Section 503 prohibits federal contractors and subcontractors from discriminating against individuals with disabilities and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals.

Executive Order 11246
 Executive Order 11246 prohibits federal contractors and subcontractors from discriminating based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and to take affirmative action to recruit, hire, promote, and retain these individuals. 

Additionally, federal contractors agree not to take adverse employment actions against applicants and employees who, under certain circumstances, ask about, discuss, or share information about their pay or the pay of their co‐workers.

Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA)
VEVRAA prohibits federal contractors and subcontractors from discriminating against individuals based on protected veteran status and requires employers to take affirmative action to recruit, hire, promote, and retain protected veterans.

 

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