The specific federal, state, and local compliance requirements an employer must meet depend on the type of organization and the nature of the contracts it holds.

Common examples of these obligations include:

The Workforce and Employment Practices Assessment enables organizations to proactively examine the root causes and impacts of potential illegal discrimination and non-compliance before facing the serious consequences of costly litigation, or suspension or debarment from federal contract eligibility.

Beyond legal and financial penalties, the reputational damage from non-compliance can erode stakeholder trust and jeopardize future business prospects. To safeguard against these risks, organizations must cultivate a culture of compliance one in which employees at all levels are informed of regulatory obligations and understand the critical importance of accurate reporting and adherence to anti-discrimination laws.

Regular training, internal audits, and timely policy updates aligned with current legal standards are foundational to a robust compliance program. By investing in these preventative measures, employers not only reduce exposure to risk but also reinforce their commitment to ethical, fair, and inclusive workplace practices.