Outreach management refers to federal contractors’ and subcontractors’ structured and strategic approach to fulfilling their obligations related to promoting equal employment opportunities and diversity. Specifically, outreach management involves the systematic planning, implementation, and evaluation of efforts aimed at attracting, recruiting, and retaining individuals from diverse backgrounds, including protected groups such as minorities, women, individuals with disabilities, and veterans.
Key aspects of outreach management for OFCCP compliance include:
- Strategic Planning: Contractors develop a plan for outreach activities as part of their Affirmative Action Program (AAP). This plan outlines specific goals, objectives, and strategies for reaching qualified candidates from underrepresented groups.
- Implementation of Outreach Activities: Contractors actively engage in various outreach activities to expand their candidate pools. These activities may involve attending job fairs, hosting recruitment events, forming partnerships with community organizations and education institutions, and leveraging targeted advertising campaigns to attract diverse applicants.
- Documentation & Record-Keeping: Contractors maintain detailed records of their outreach efforts, including job postings, participation in events, collaborations with educational institutions, and outreach to community groups. These records serve as evidence of compliance during OFCCP audits and evaluations.
- Evaluation & Adjustment: Contractors regularly assess the effectiveness of their outreach efforts in achieving diversity goals and improving the representation of protected groups in their workforce. They may adjust their strategies based on evaluation results to enhance outcomes and address any identified gaps.
- Reporting & Compliance Monitoring: Contractors may be required to report on their outreach activities as part of compliance evaluations conducted by OFCCP. This includes demonstrating how outreach efforts contribute to achieving equal employment opportunities and fostering a diverse workplace.
DirectEmployers Partner Relationship Manager (PRM) assists employers in outreach management through implementation, documentation, evaluation, and reporting.
Overall, effective outreach management ensures that federal contractors and subcontractors actively work towards creating inclusive workplaces by proactively seeking out and engaging with diverse talent pools. It involves strategic planning, execution of outreach activities, diligent record-keeping, continuous evaluation, and adherence to OFCCP guidelines to foster compliance and promote equal opportunities for all individuals.