They’ve done their research. They know that in 2009 the EEOC reported that 93,277 workplace discrimination charges were filed with the agency. That’s an average of nearly 256 claims filed every day, and the 2010 data didn’t show any improvement. In fact, for fiscal year 2010, the agency reported that a record high 99,922 charges were filed. (The entire 2010 report can be found here: http://www.eeoc.gov/eeoc/newsroom/release/1-11-11.cfm )
These statistics don’t lie, and the trend of the increasing number of claims is apparent. Since the appointment of Jacqueline Berrien as the chair of the EEOC, employers have seen an U.S. Equal Employment Opportunity that is much more focused on enforcement and litigation, as shown by the smallest increase of pending charges (less than 1%, down from 15.9%) at the end of fiscal year 2010. Some experts are concerned that her administration may push the commission further in the anti-employer direction. None of this bodes well for companies that are still ignoring EEO/OFCCP compliance issues.
But there are useful tools available for employers that will do most of the work for you. There is applicant tracking software that helps ensure EEOC/OFCCP compliance during the hiring and recruiting process. Choosing the right software can help guarantee that you are complaint with government regulations of data collection methods, basic qualification standards and record keeping requirements.
There are certain criteria that you should require of your applicant tracking software for compliance. The software should: request EEO information for every job on your careers page, automatically capture “reasons for non-selection” for every applicant, ask minimum qualifications for every job, create applicant flow logs automatically for any position, create hire/offer logs instantly, and review your EEO statistics at anytime. For more on software selection: https://www.govloop.com/profiles/blogs/how-to-choose-recruiting
It would seem reasonable to expect that recruiting software that will capture, track and report EEO/OFCCP data automatically would be expensive and hard to implement. However, thanks to new models, there is technology currently available that can be set up in days and will cost just a few hundred dollars per month. But when compared to the cost of a discrimination lawsuit, this should become a very easy decision.