![]() What is Evidence of a Contractor's Good Faith Effort? Barriers like this can be overcome through monitoring employment practices and increased outreach to expand applicant pool. ![]() ![]() That would mean that if a highly qualified minority or woman candidate were not connected socially or professionally with current employees, they would be unlikely to have an opportunity to apply for a position. The use of barrier analysis will assist vendors in recruiting, hiring, developing, and retaining a high-performing workforce that draws upon the greatest talent pool.Īn example of a barrier might be that a company only hires people through word of mouth. Barrier removal is vital to assuring equal opportunity to employment thus, an employer should work to create a barrier-free work environment where qualified applicants and employees have the freedom to compete and participate to the fullest extent possible, at all levels within the workforce. A barrier can be a policy, principle or practice that limits or tends to limit employment opportunities for members of a particular race, national origin or gender group. Efforts to remove such barriers or expand employment opportunities may include, but are not limited to, recruiting women and minorities, providing job-related training, or other activity that could lead to those results.īarrier identification and elimination is the process by which an employer can uncover, examine and remove barriers to equal participation at all levels of the workforce. FDIC defined "good faith effort" as actions by the contractor intended to identify and, if present, remove barriers to minorities and women within its workforce or expand employment opportunities for minorities and women within its workforce.
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