Pay equity, diversity and inclusion
OFCCP Reinforces Commitment to Transparency
The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has released revisions to its Federal Contract Compliance Manual.
The manual provides guidance for OFCCP’s compliance officers in conducting compliance evaluations, complaint investigations and providing federal contractors with compliance assistance, according to the update alert.
The updates made to the manual include:
● Revisions to align with new directives issued in 2018 and 2019
● Insertions to address new protected bases where appropriate
● Adding and updating language describing the Section 503 and VEVRAA nondiscrimination and affirmative action requirements.
The updated Federal Contract Compliance Manual reinforces the agency’s commitment to transparency, which they have been consistently communicating over the last year.
You can read all of the updates made to the federal contract compliance manual by clicking here.
OFCCP released a number of updates over the last two years to better improve its process of evaluating contractors and workplace activity, including procedures for applying for FAAP agreements, compliance assistance guides. In addition, it elected Ombudsman Marcus Stergio and launched a Contractor Assistance portal.
The agency also recently sought feedback regarding a proposed rule that would codify their procedures used during compliance evaluations. The rule also includes expedited resolution for contractors.
The OFCCP enforces EO 11246, Section 503 and VEVRAA, which prohibit contractors and subcontractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, these laws require federal contractors to take steps to ensure equal employment opportunity in their employment processes.
Contractors should recognize OFCCP’s ongoing commitment to transparency and acknowledge the efforts it is making to better monitor and enforce workplace equality. They should see the agency’s continued efforts to improve its processes as an opportunity to improve process and transparency within their own organizations.
Organizations that conduct a pay equity audit must communicate their progress and achievement along the way. To help you faciliate discussions around compensation, we created the Pay Equity Communications Planner.