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WHAT MAKES US DIFFERENT
1. Integrated Cross-Functional Approach: Member companies leverage their limited compliance resources and also break down organizational and informational silos by having their compliance, compensation, and staffing functions participate in an employer group with cross-industry peers.
2. Benchmarking and Advanced Research: Participation in CCE’s benchmarking and advanced research opportunities provides member companies with important data to respond more effectively to affirmative action, diversity management, and workplace discrimination issues.
3. Stakeholder Outreach: Member companies benefit from collaborative relationships and dialogue facilitated by CCE with diverse stakeholders from business, government, think tanks, advocacy groups, academia and the legal community.
4. Member-Driven: Member companies actively implement the mission of a national nonprofit employer association by electing and serving as members of CCE’s Board of Directors.
5. Staff Expertise: CCE staff are national experts with first-hand practical knowledge and expertise acquired during their extensive careers in government, business, academia and human resources consulting.
MEMBERSHIP ELIGIBILITY
The Center for Corporate Equality is an employer member organization. Membership services are specialized and tailored specifically for senior corporate leaders from compliance, compensation, and staffing functions, who are responsible for important aspects of their company’s affirmative action and equal employment compliance.
SUMMARY OF MEMBERSHIP BENEFITS AND SERVICES
1. CCE keeps member companies current on significant regulatory compliance and workforce discrimination issues via network meetings. Member representatives from the compliance, compensation, and staffing functions share best practices and successful programs and strategies with cross-industry peers, exchange views with federal regulatory agency officials, and dialogue with invited affirmative action and EEO experts at meetings held during the year. Network meetings also provide valuable professional development opportunities for member representatives.
2. CCE tracks and updates members on important affirmative action and EEO legislative, regulatory, legal and policy developments. CCE provides frequent email updates to members on new developments and holds regular teleconferences and webinar briefings with invited regulatory officials and legal experts. CCE also maintains effective working relationships with related professional groups, think tanks, advocacy groups, and major industry and trade associations on these issues.
3. CCE offers specialized training seminars tailored for new and experienced compliance, compensation and staffing practitioners on topics such as affirmative action program development and compliance; systemic compensation discrimination analyses; and OFCCP’s Internet applicant recordkeeping requirements.
4. Members engage in constructive dialogue on public policy issues impacting affirmative action, diversity, and equal employment opportunity with diverse stakeholders from business, government, think tanks, advocacy groups, academia and the legal community.
5. Members may participate in benchmarking and advanced research to develop data and best practices on affirmative action, diversity management, and equal employment practices.
EXAMPLES OF ISSUES CCE MEMBERS WILL ADDRESS
The participation of representatives from the compliance, compensation, and staffing functional groups permits dynamic and interactive member dialogue on a broad range of important affirmative action compliance issues. Depending upon member interest, these discussions may occur collectively or within individual functional groups. Here are some examples of the types of issues that CCE members may address with their peers.
Compliance
• Government and private litigant systemic discrimination initiatives;
• Grooming the next generation of compliance leaders;
• Corporate glass ceilings and management initiatives;
• Valid job-related tests and validation studies; and
- • Emerging public policy agendas.
Compensation
• Compensation’s role and responsibility in EEO/affirmative action compliance;
• Compensation and pay equity issues during OFCCP compliance audits;
• Understanding systemic compensation discrimination;
• Developing a corporate pay equity approach; and
• Multiple regression analysis and alternative tools.
Staffing
• Staffing’s role and responsibility in EEO/affirmative action compliance;
• Hiring and selection issues during OFCCP audits;
• Internet Applicant regulation compliance;
• Valid and job-related tests and validation studies; and
• Successful diversity recruiting.
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