Many organizations lack the internal resources to effectively develop, implement, and measure affirmative action programs. Outsourcing can overcome these limitations. What should you consider when deciding whether to outsource and how can outsourcing improve affirmative action planning?
What to Consider When Deciding to Outsource
Developing, interpreting, and monitoring affirmative action plans is a complex and time-consuming process that requires specialized expertise to comply with ever-changing laws and regulations. As a result, organizations should consider the following factors when deciding whether to outsource:
Expertise: Organizations should determine if they have staff with the required specialized knowledge and skills needed for effective affirmative action planning.
Resources: Organizations should consider the complexity and scale of producing affirmative action plans, the timeline for plan development and reporting, and whether they have sufficient resources to meet these demands.
Efficiencies: Organizations should conduct a cost-benefit analysis to determine whether outsourcing is cost-effective compared to undertaking the process internally. This analysis should factor in the costs of training, software, and time for internal staff.
Risk: Organizations should consider the complexity of the regulatory environment, how frequently and extensively affirmative action regulations change, and the potential risks of non-compliance which can result in legal consequences and the loss of government contracts.
Support: Organizations should determine whether a one-time service or long-term partnership is desired and consider what support may be needed in the event of an audit.
Six Ways Outsourcing Improves Affirmative Action Planning
Outsourcing the affirmative action planning process to a trusted partner can provide a cost-effective and efficient solution by providing:
To learn more about how Berkshire can support your organization with affirmative action compliance, check out our service page today.