In just a few days, I will descend upon Baton Rouge, Louisiana as a speaker for the Louisiana SHRM State Conference.  My session is entitled: Get Real About Your Good Faith Efforts- What The OFCCP Really Expects From Employers. Some of the most significant changes in OFCCP guidance will take place this year. Federal contractors everywhere are frantically watching every webinar, attending every breakfast meeting and are quite handsomely paying employment lawyers to help them comply with the new regulations.

I could have addressed the new regulations and spelled them out in plain English to the best of my ability, but you all know by now I don’t do the status quo.

My hope for this session is much bigger and broader.

Yes, the new regulations are onerous, but have you asked yourself why? I have heard so many practitioners carrying on about how these new regulations are not achievable and how the federal money they receive in return may or may not be worth the hassle for what the government wants from us.

Newsflash: There is a rich history of how all of these regulations came to be. Each of them delegated out as executive orders by the presidents of the time due mostly to the injustices being experienced by women and minorities in the workforce. These new regulations- are yet another instance where regulation was needed to decrease the numbers of differently-abled and veteran applicants that have recently been discounted, ignored or outcast by employers in recent years.

It amazes me- that until now, most federal contractors and even regular companies slap an EEO tagline on their website and put up a few stock photos of an Asian, African-American , someone in a wheelchair etc. all for the value of giving the appearance that they value diversity. I say if you truly value diversity, let me see your C-suite makeup.  Let me see your employee ecosystem; more importantly- let me see your outreach efforts also known as “good faith efforts”. Some other considerations, are you paying everyone based on a consistent and logical model? How about hiring? How far do you go to ensure a diverse applicant pool?

I suspect that the OFCCP and government are just as tired as I am of companies doing the bare minimum to appear compliant. They are essentially saying to each of us federal contractors- don’t talk about diversity; show me diversity.

I present on Monday, April 7th from 10:30-11:45 am. Attendees will leave my session with an alternate way of approaching these guidelines, good faith efforts and hopefully diversity within their organizations.

I’m looking forward to a spirited conversation on this topic- as well as  engaging with all of the attendees. If you cannot make it, please follow the #RealGFE session hashtag on Twitter. Also, don’t forget to check out the #Czarinatravels hashtag to keep up with my travel adventures.

Want more hashtag craziness? Follow #PICHR, #ePIC, #LASHRM14 and #goodfaith to follow the conference and all associated events.

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