Affi rmative Action
Compliance and Diversity
How can it be bad
to hire good people?
OFCCP fi nancial remedies increase 78% since 2001.
— U.S. Department of Labor
History’s largest systemic discrimination case involves well-known retailer, with damages potentially in the billions.
Women receive $48.9 million in pregnancy discrimination settlement.
— U.S. EEOC
We know that people are an
organization’s greatest asset.
Your employment decisions are surrounded
by a variety of regulations, with federal
contractors subject to even more scrutiny,
yet it is the job of every employer to make
sure their practices are nondiscriminatory.
With more and more emphasis placed on
every decision, the risks, costs and reach
of affi rmative action continue to grow.
If making those decisions is part of your job,
you need to be sure you’re not only meeting
your company’s overall diversity objectives,
but that there is compliance with the ever-
changing and constantly increasing federal
requirements, much of which are subject to
Simply put, that’s not easy to do well.
Mandated forms of record-keeping and
reporting. Determining what types of data to
collect. Anticipating ways in which policies and
practices might be discriminatory—much less
knowing how to change them.
Every day, companies are
making decisions to attract,
hire and retain good people.
So, why are many of them
getting bad press and
making national headlines?
HERE’S SOME NEWS
At Peopleclick, we’ve long recognized this
perilous landscape; we see it all too often.
And just as important, we know that even
though companies have similar worries,
their needs are vastly different when it
comes to implementing a game plan to
ensure compliance. In what we do, one size
(or software service) defi nitely doesn’t fi t
all and we have more than 30 years of
experience helping customers across a
wide range of industries.
With our approach to compliance and