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  • Diversity Management vs. Affirmative Action
    by Marilynn L. Schuyler - March 18, 2016
    Organizations typically distinguish “Diversity Management” from “Affirmative Action.” The perception is that an affirmative action program consists of “compliance in order to conduct business with the federal government,” whereas diversity management “aims to provide tangible benefits.” I think the Office of Federal Contract Compliance Programs (OFCCP) would be surprised to...
  • The New Pay Transparency Final Rule – A Sea Change for Workplace Culture
    by Marilynn L. Schuyler - October 23, 2015
    The workplace culture of federal contractors is about to change dramatically. It has been taboo in the private sector to discuss one’s personal salary or inquire about the compensation of others, but the recently issued Pay Transparency Final Rule will provide protections to applicants and employees who break tradition. On September 10, 2015, the U.S. Department of Labor’s Office of Federal Contract Complia...
  • The Unknown Problem
    by Marilynn L. Schuyler - February 27, 2015
    The “unknown problem” is actually very familiar to anyone who analyzes applicant data. So, it’s not really “unknown” at all. But the problem is much broader than one might imagine, and has implications that ripple through several analyses in your Affirmative Action Plan. Unknown Race and/or Gender Status in Applicant Data I have never seen an applicant data set that didn’t have s...
  • Getting it Right the First Time
    by Marilynn L. Schuyler - June 26, 2014
    Thirty days – calendar days – is a very short time to get a submission together for OFCCP, but it's not the time to cut corners. One of the most effective ways to avoid a protracted review is to ensure that the data you submit is comprehensive, accurate, and is internally consistent. You do not want to be correcting data after it has already been sent to OFCCP, as OFCCP tends to presume that corrected data i...