Hiring Older Workers
Unemployment rates for older workers - classified as job seekers 55 years and older - have increased[...]
By: Recruiting Specialist
Today’s workplace is diverse – different races, cultures, religions and backgrounds. And it’s not uncommon for employers to factor diversity at work in both their hiring schematic as well as their overall organizational and inclusion programs. Conducting periodic diversity audits will ensure that each of these goals is met.
A diversity audit should begin with ensuring that everyone – from upper management down – has a thorough understanding of laws governing diversity recruitment, including affirmative action planning and equal employment opportunity hiring. And for federal contractors and subcontractors, in particular, they should be fully cognizant and compliant with the mandates stipulated by the Office of Federal Contract Compliance Programs, otherwise known as the OFCCP, as it relates to diversity hiring and recruitment of minorities, veterans, women and persons with disabilities.
An audit team should be assigned and it’s best that this team be in place above and beyond the audit process. Employees from all areas of the business, including HR, upper management and general staff should be represented.
The role of the audit team is to flag any issue that may negatively impact the organization and can lead to discriminatory lawsuits or non–compliance of OFCCP regulations.
When looking for red flags in your diversity initiatives, focus on the following:
These key areas can be assessed by informal observation, literally taking the time to walk around and get a hands–on feel for attitudes and the day–to–day work environment. You may also consider conducting informal discussions with different work groups within the organization. Or may also want to conduct a survey of your employees, asking how they feel about issues related to your diversity programs.
Post–audit, it is best to conduct periodic training sessions with managerial level staff to reinforce your diversity objectives and ensure that these are being met and implemented within the organization.
For more information on diversity recruiting and OFCCP regulations, visit us today atwww.americasjobexchange.com/employer/employer–articles?category=making–diversity–work.
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