Question: Affirmative Action Compliance is based on established placement goals contained in an AA Plan and any disparate impact in hiring can be deemed as discrimination

Affirmative Action Compliance is based on established placement goals contained in an AA Plan and any disparate impact in hiring can be deemed as discrimination by the OFCCP. Suppose you are a recruiter in an industry that is mostly male dominated such as construction, distribution, law enforcement, etc. and you have many more male applicants than female applicants. How do you insure that you meet your placement goals for female hiring and prove that you are not being discriminatory towards female applicants? How can establishing a targeted recruitment strategy help and/or hurt your efforts?

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