Related article: Why Do You Need to Be OFCCP Compliant? Find Out.

If you are a Federal contractor, the Office of Federal Contract Compliance Programs (OFCCP) mandates that you comply with affirmative action regulations and make job announcements accessible to minorities, veterans, women and persons with disabilities. As part of this compliance, you may be required to participate in an audit. As a result, it’s vital that you prepare your staff for any potential audit request.

Below are areas that you, your executive staff and hiring managers should all be well–versed in to help with the audit process.

  1. Make diversity hiring part of your business plan. With the government’s commitment to equal employment opportunity, as well as laws and acts springing up to ensure that all job seekers are on an equal playing field in their job search, hiring a diverse workforce should be a core component of your hiring plan, leaving behind any bias or preconceptions. Developing a diversity hiring plan is the best approach to help you meet OFCCP requirements and can ensure that you have all the necessary components in place in the event of an audit.
  2. Make sure your employees understand OFCCP laws and regulations. Affirmative action and equal opportunity compliance laws were specifically enacted to eliminate discrimination in hiring practices. As it relates to Federal contractors in particular, OFCCP monitors these regulations and how contractors comply in their employment practices specifically in taking measures to hire without regard for race, color, sex, relig