Contractors must review their employment practices to make certain they are undertaking affirmative action to recruit, hire, promote and retain individuals with disabilities, minorities, veterans, and women. Based on this review, most then undertake outreach, recruitment, and training activities depending on their size, resources, circumstances, and existing employment practices as a part of their good faith efforts.
Internal good-faith efforts include, but are not limited to:
- Implementing internal dissemination of available job openings.
- Providing training opportunities.
- Encouraging individuals with disabilities, minorities, veterans, and women employees to apply for open positions.
- Reviewing selection criteria and procedures with managers to ensure that they understand EEO policies and that the selection criteria are non-discriminatory.
External good-faith efforts may include:
- Listing in the Affirmative Action Plan (AAP) whether, when, and how recruitment sources for individuals with disabilities, minorities, veterans, and women are/will be used.
- Documenting whether and when the recruitment sources not listed in the AAP were used to identify candidates with disabilities, minorities, veterans, and women not included in its AAP.
- The use of recruitment job boards, publications, and websites that target individuals with disabilities, minorities, veterans, and women.
- Recruitment at high schools, colleges, and universities that enroll large numbers of individuals with disabilities, minorities, veterans, and women.
Go to the U.S. Department of Labor's site for more information on: Affirmative Action and Good-Faith Efforts
Other Resources
e-laws Advisor<http://www.dol.gov/elaws/>
The e-laws Advisors are interactive e-tools that provide easy-to-understand information about a number of Federal employment laws. Each Advisor simulates the interaction that you might have with an employment law expert. It asks questions and provides answers based on responses given.
Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974<http://www.dol.gov/ofccp/regs/compliance/fsvevraa.htm>
This web site provides information on VEVRAA, which requires that employers with federal contracts or subcontracts of $25,000 or more provide equal opportunity and affirmative action for Vietnam era veterans, special disabled veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
Office of Federal Contract Compliance<http://www.dol.gov/ofccp/index.htm>
Office of Federal Contract Compliance Programs (OFCCP) ensures that contractors doing business with the Federal government take affirmative action and do not discriminate. The purpose of this agency is to enforce the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.
Affirmative Action and People with Disabilities<http://www.dol.gov/dol/topic/hiring/affirmativeact.htm>
This resource provides information on Affirmative Action (AA) and how it relates to the employment of people with disabilities including the ten components of a successful AA Plan.
Executive Order 11246 - Affirmative Action<http://www.dol.gov/ofccp/regs/compliance/aa.htm>
This resource provides information from the Department of Labor on the Executive Order 11246 and the role of the Office of Federal Contract Compliance Programs. It also describes Affirmative Action (AA) outreach and requirements for Federal Contractors. Examples of AA programs, successes and additional resources are also provided for employers.
Section 503 of the Rehabilitation Act of 1973 <http://www.dol.gov/ofccp/regs/compliance/fs503.htm>
This resource provides information on Section 503 of the Rehabilitation Act of 1973 which requires affirmative action and prohibits employment discrimination by federal government contractors and subcontractors with contracts of more than $10,000.
