We help government contractors and subcontractors with increasing affirmative action obligations and private companies seeking to voluntarily promote and celebrate workplace diversity.
It is no secret that affirmative action and diversity remain hotly debated and sometimes controversial topics—legally, in society at-large and in the workplace.
But for government contractors at every tier and for employers seeking to ensure that their workplaces look like, sound like and truly reflect the global diversity of 21st century America, knowing what legal and regulatory pitfalls to avoid is more important today than ever.
Government contractors and subcontractors are faced with new and more burdensome affirmative action and record-keeping requirements, longer and more costly compliance reviews, desk audits, on-site visits, notices of violations and OFCCP enforcement actions, as well as demands by the OFCCP for larger and larger “back pay” settlements. We help clients navigate through these difficult federal regulations and time-consuming and expensive investigations and audits.
At the same time, historic surges in discrimination claims have forced employers to take concrete steps to ensure that their affirmative action, non-discrimination and pro-diversity policies and practices are defensible, legally compliant and sustainable.
We focus on developing affirmative action plans, workplace policies and procedures and pro-diversity initiatives that are compliant and fit the needs of your business. We also offer interactive trainings on the most up-to-date and industry-specific information available, whether it involves AAP and non-discrimination requirements or explaining “the business case” for diversity and inclusion programs.
Who we work with
- Supply and service contractors and subcontractors
- Construction contractors and subcontractors
- Women-owned and minority-owned businesses (WMBEs)
- Private and nonprofit employers in a broad array of industries looking to celebrate, promote and/or increase workplace diversity