OFCCP Portal opens April 1 and closes July 1: The U.S. Department of Labor announced its Office of Federal Contract Compliance Programs will begin accepting online submissions on April 1 from covered contractors to certify they have developed and maintained affirmative action programs for each establishment or functional unit.  Existing federal contractors and subcontractors must use the OFCCP’s Contractor Portal to complete their certification for the third annual cycle by July 1, 2024. Contractors under the agency’s jurisdiction that meet certain contract dollar and employee thresholds are required to develop and maintain affirmative action programs and certify their compliance annually  For more information on the portal, the user guide is currently available for review. Source:  OFCCP 3/25/24

How do men and women perceive promotions:   According to a recent study by HiBob, “2024 U.S. Women Professionals in the Workplace,” men and women deem the merits of promotions.  While men and women today are given equal opportunity for consideration of the same jobs, a majority (80%) of men feel that men and women are promoted equally for the same role at their company, whereas only 61% of women agree. Additionally, twice as many women (35%) feel that men (16%) are promoted more often or quicker than them. Additional findings include:  More men (38%) received promotions with pay increases in 2023 compared to only 32% of women. 82% of respondents said their organization does not disclose salary information. Almost a quarter (22%) of women believe working mothers are promoted less.  Roughly a third (34%) of women believe men are paid more than them for the same role. Conversely, a vast majority (82%) of men answered they believe they are paid equally to women at their company. This indicates a drastic difference in salary perceptions and an opportunity for employers to dispel the myths.  Source:  Hibob

Childcare impacts women’s careers:  Gallup recently conducted a two-part study to better understand working women’s perspectives on career growth. When asked, “Thinking about your career long term, what type of role would you like to have, realistically?” 26% of men and 17% of women say they are interested in becoming a senior leader or a leader who manages other managers.  In a perfect world the number goes up but the realities of life impact opportunities.  Being the parent or guardian of a child younger than 18 presents some unique challenges for women in the journey toward parity. Women with children (14%) are twice as likely as men with children (7%) to report having had three or more days in the past month when they were unable to perform their usual work responsibilities because of issues with childcare. Women with children (37%) are more than twice as likely as their male counterparts (17%) to have had to decline or delay a promotion because of family obligations. In addition, women with children (40%) are 2.9 times as likely as men with children (14%) to have seriously considered leaving their job because of childcare issues.   Source:  Workplace 3/8/24

Christian employer not required to pay costs for transitioning employee:  Federal agencies can’t compel members of a Christian employer coalition to pay for or provide gender transition services, including surgeries, procedures, counseling, or other treatment, a federal district court in North Dakota ruled March 4th. In Christian Employers Alliance v. U.S. Equal Employment Opportunity Commission, the CEA sued to stop the EEOC and the U.S. Department of Health and Human Services from enforcing against its members provisions of Title VII of the Civil Rights Act of 1964 and the Patient Protection and Affordable Care Act (ACA) that prohibit certain entities receiving federal assistance from denying benefits on the basis of gender identity.  The court granted CEA’s request for a permanent injunction. It agreed with CEA that the mandates violate its members’ sincerely held religious beliefs as protected by the First amendment and the Religious Freedom Restoration Act, and that the EEOC and HHS failed to show the mandates are the “only feasible means” to achieve a compelling government interest in protecting transgender patients’ right to access healthcare.   Source:  HR Dive 3/11/24