Related resource: Use this OFCCP audit checklist to ensure you’re doing what is required to maintain OFCCP’s regulations including VEVRAA, Section 503, and EO 11246.

Equal employment opportunity (EEO) laws enforced by the Office of Federal Contract Compliance Programs (OFCCP), mandate that federal contractors and subcontractors follow non–discrimination in their hiring practices, as outlined in Executive Order 11246.

OFCCP compliance requires that job vacancy announcements, below the executive–level, do not discriminate and are open to all qualified candidates, regardless of race, color, sex, religion or national origin. The laws also govern age discrimination, equal pay and sexual harassment.

When posting jobs, you should consider the following three elements: 1) write job ads that are not exclusionary, but rather open to all “qualified” candidates; 2) work with state career sites to make job postings available to a wide–network of diversity candidates; and 3) keep up–to–date records of applicants.

A core component of this is the job posting itself. If you are looking to post EEO jobs, here are some considerations:

Do not discriminate in your job ad. Be sure that your job requirements outlined in your job ad – or any other posting – does not prohibit certa