National Disability Employment Awareness Month
At least once a month an employer tells me they can’t hire someone with a disability. Actually, they’re more likely to say they can’t hire a blind person to run a machine or a paraplegic to drive a bus, choosing one disability to represent all disabilities. It’s unfortunately common for people who make hiring decisions to assume they can’t employ people with disabilities.
Our government has fought this perception for years, creating several laws and agencies to protect and enhance employment opportunities for people with disabilities. Since 1988, October has been designated National Disability Employment Awareness Month. Despite these efforts, the results remain disheartening: As of September 2014, the unemployment rate for people with disabilities was 12.3%, more than double the rate of 5.5% for people without disabilities.
From Our Desk
OFCCP Proposes Annual Compensation Data Collection
On August 8, 2014, the Office of Federal Contract Compliance Programs (OFCCP) published a Notice of Proposed Rulemaking (NPRM) requiring Federal contractors and subcontractors to submit an annual report of summary data on employee compensation. The proposed report relies on flawed data from W-2 forms and industry comparisons to prioritize employers for investigation of compensation violations.
HR Data Analytics and the War for Talent
Rochester Business Journal
Despite lingering unemployment, many HR professionals find themselves in a post-recession war for talent. What’s at stake is nothing less than a company’s ability to compete.
“War is ninety percent information,” Napoleon Bonaparte once said. If those words ring true, HR professionals looking to win would be well advised to embrace data analytics. The art of knowing what data to collect, how to evaluate it, and how to apply the insight gained is critical to the success of HR operations, and to winning the war for human talent.
Affirmative action is misunderstood
October 28, 2012
Affirmative action exists in a different form outside higher education. While race is a permissible criterion for higher education admission, Federal contractors are not permitted to use race or any other protected status in their selection decisions. They are required to be equal opportunity employers.