Underrepresented communities refer to demographic groups that are historically marginalized or have faced systemic barriers in the workforce. What constitutes an underrepresented group may vary by geographic region, industry, and other factors. Underrepresented communities include, but are not limited to:
- Racial & Ethnic Minorities: Groups such as Black or African American, Hispanic or Latino, Asian American, Native American, and individuals from other racial or ethnic backgrounds that have been historically underrepresented in certain industries or occupations.
- Women: Although women make up nearly half of the workforce, they may be underrepresented in certain fields or at higher levels of leadership within organizations, especially in traditionally male-dominated industries such as technology, engineering, and construction.
- Individuals with Disabilities: People who have physical or mental impairments that substantially limit one or more major life activities, as defined by the Americans with Disabilities Act (ADA). This group includes individuals with visible and invisible disabilities who may face challenges in accessing employment opportunities.
- Protected Veterans: Veterans who fall into specific categories defined by VEVRAA (Vietnam Era Veterans’ Readjustment Assistance Act), including disabled veterans, recently separated veterans, veterans who served during wartime or received campaign badges, and veterans who served during military operations receiving Armed Forces service medals.
- LGBTQ+ Individuals: Lesbian, gay, bisexual, transgender, queer, and other sexual and gender minorities who may face discrimination or barriers in employment based on their sexual orientation or gender identity.
OFCCP requires federal contractors and subcontractors to take affirmative action to promote equal employment opportunities for individuals from these underrepresented communities. This includes implementing recruitment and outreach efforts targeted at these groups, setting goals for their representation in the workforce, tracking progress through affirmative action plans (AAPs), and reporting requirements. By addressing barriers and promoting inclusion, contractors aim to create diverse and equitable workplaces that reflect the broader community and comply with federal regulations aimed at preventing discrimination and promoting equal opportunity.