EEOC Compliance in the Modern World

The Equal Employment Opportunity Commission was established on July 2nd, 1965, under the wing of former president Franklin Delano Roosevelt Jr. Although the EEOC has sustained some criticism over its practices throughout the last five decades (too much oversight / not enough oversight / backlogs of complaints), it has proven an overall success. The EEOC has helped usher in a modern, diversified world of employment, where companies that discriminate against gender, ethnicity, age, religion and disability are to be held accountable.

Although the system is still far from perfect in rooting out all discrimination, EEOC compliance still holds a huge sway over the hiring practices of businesses across the U.S. Companies must comply with a number of complex and in depth forms and logs, such as the EEO-1, which the EEOC will analyze to determine if compliance standards have been met. For many companies, the time of year that such hiring compliance deadlines must be met coincides with taxes, annual reports, and other time-consuming filings.

For small business and start ups that are closing in on 100 employees, the EEO compliance process can be quite confusing and daunting. During the scramble to raise funds, build infrastructure, get the company off the ground, and hire the best talent out there, equal opportunity record-keeping often falls to the wayside, which can come back as a big problem if a discrimination charge were to be leveled against the company in the future.

So how can companies make sure that they are keeping their ducks in a row as far as EEOC compliance and filing? In general, keeping the necessary data in order is the first rule of thumb : With the proper data entry practice and ongoing upkeep, reports like the EEO-1 should be a bit less scary when the time comes.

A new option is to take a modern technological approach to EEOC compliance best practices. There are a few commercial options out there for EEOC compliant software solutions that track hiring and recruiting practices. These automated solutions not only save time for hiring managers, labor attorneys, and executives, but also alleviates the stress of scrambling to tie up loose ends. Many of these EEOC compliance fixes are packaged as specific features within applicant tracking bundles.  So, not only can a company make their hiring and applicant tracking process more efficient, but they can also make sure they are staying on track for EEOC compliance throughout.


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