How to Develop an ILG

How to Develop An Industry Liaison Group

Purpose

Industry Liaison Groups (ILG) provides opportunities for U. S. Government Contractors and the Office of Federal Contract Compliance Programs (OFCCP) and the U. S. Equal Employment Opportunity Commission (EEOC) to interact in a non-adversarial environment, to promote and support nondiscrimination and equal access and opportunity in the American Workplace. ILG Groups also provide the Human Resources professional or Employment Law Attorney a means of expanding their knowledge and expertise in this very complicated but critical business function.

Participation in the ILG process requires a belief in nondiscrimination and equal access and opportunity, and a commitment to finding mutually effective and beneficial compliance solutions.

Structure

A classic model of an ILG would include U. S. Government Contractors and Sub-Contractors (including those business entities providing goods and services to U. S. Government Contractors). All members should be subject to the implementing regulations at 41 CFR (Code of Federal Regulations) Chapter 60, (affirmative action program regulations) and appropriate Equal Employment Opportunity (EEO) Statutes. This provides a common reason to meet and share information on a regular basis, as well as, interact with the OFCCP and EEOC.

ILG members regular job responsibilities often include preparation of affirmative action plans, compliance with EEO/Affirmative Action laws, and involvement in community outreach programs. Most successful ILG s are organized to support the successful implementation of affirmative action and equal employment opportunity programs in business enterprises.

To be recognized as a viable Industry Liaison Group by the National Industry Liaison Group Board, each ILG must have a leadership function. This function could be a chairperson with elected officers, or a steering group who is accountable for meeting logistics, organization, and facilitation.  Regardless of the leadership model chosen, an ILG must be sustained by the membership. There must be a shared commitment and understanding that success is only possible when everyone participates.

An ILG can have a very informal structure, much like a “self-directed” work group, or a more formal process with elected officers and established rules of operation or bylaws. It is also recommended that members agree on how meetings will be managed so everyone can participate and the agenda can be accomplished in a timely and efficient manner.

ILG membership can be eclectic or homogenous. The most beneficial and professionally enlightening are Groups with a cross-section of area business entities. The membership could include; financial institutions, manufacturing, education, healthcare, entrepreneurs, and non-profit organizations. Group size is impacted by an ILG‘s purpose, intent, and meeting activities.

If the Group is focused on compliance strategies, enforcement trends, and the technical aspects of regulatory compliance, then a smaller ILG (20 to 30 entities) is best. If the membership is oriented more toward larger group activities, work shops, etc. then a larger group may be appropriate. An ILG should plan to meet at least every six (6) months to be effective. However, you should not consider meeting more than once per quarter.

Partnerships: OFCCP AND EEOC

A sustainable and successful Industry Liaison Group does require the committed involvement of the District and Regional office management of the Office of Federal Contract Compliance Programs (OFCCP) office management. The ILG process was initiated by the OFCCP in the U. S. Department of Labor in the early 1980’s to foster “cooperative compliance” with new enforcement regulations for government contractors. The Equal Employment Opportunity Commission (EEOC) eventually became an additional Government partner in this process.

Meeting Structure

It is very important that a portion of each ILG meeting be reserved for invited OFCCP representatives. The invitation could include the District Director and a member of Regional Office management, and the local or district EEOC management.

A clear agenda sets the stage for your members. The agenda should be provided in advance and include the location, time (start and finish), and objectives of the meeting. Any supporting material that will help members prepare for the meeting can be attached. Often, a compliance agency representative provides an update on EEO/Affirmative Action compliance issues to the membership at the beginning of the meeting.

A clearly stated objective will keep the meeting focused on goals and will reduce misunderstandings. ILG s should have rules prohibiting business solicitation (e.g., soliciting software, training, or legal services) at meetings to ensure the groups goals and objectives can be met.

Procedures that are clearly defined encourage participation. Members are more likely to participate in meetings when the procedures are understood by everyone, and the rules of order or specific methods for proceeding are agreed upon. Some ILG s are very informal and do not require dues, bylaws or officers; others are very formal. Successful ILG s tailor their procedures to serve the needs of their specific members.

A meeting environment should be created that encourages participation and follow through. Everyone should be given a chance to speak so that all sides are heard and everyone feels included. Once a decision is made by the ILG, a member should be charged with ensuring implementation. The chairperson should review action item assignments before the end of each meeting; these assignments should also be included in the minutes of the meeting.

Minutes

Depending upon the structure of an ILG (formal or informal) the members should agree on whether to create a record of group meetings or activities. Either approach is fine, and the group may decide to change its’ approach at a later date.

Meeting minutes are used to communicate the decisions and action of the ILG. During the meeting, someone should be responsible for recording what happens. Having one person act as the recorder allows other members to focus on the meeting content. Minutes and highlighted action items should be distributed as soon as possible after the meeting.

Getting Started

  • Contact the Head of Human Resources or EEO Officer for local or regional area companies who may be U. S. Government contractors. The local OFCCP office may be able to supply you with some leads.

  • A meeting should held to assess interest, determine structure, and meeting logistics

  • Elect a Leader, select a Steering Committee, or do both

  • Determine meeting venues, frequency, and funding

  • Schedule next meeting

  • Discuss key compliance issues or areas of concern (identifies commonalties among potential members)

  • Determine who may be the appropriate National Industry Liaison Group Board members and invite them to the next meeting

  • Initially ILG Groups should meet frequently to foster group cohesion

Guidance and Support

Each region of the OFCCP structure has four representatives on the National ILG Board. You can reach out to these Board Members to assist you and your group in establishing a successful ILG. To identify your region’s representatives, click here http://www.nationalilg.org/regionalilgs.html.

Your local OFCCP district office should be contacted for further guidance on joining or establishing an ILG in your area.

National Industry Liaison Group Bylaws are included on the Web Site at http://www.nationalilg.org/by-laws.html for reference purposes. They should not be considered as a strict structure for your group but could be used as a template or guide. Your ILG may want to use a portion, all, or none of them.

Best wishes on the successful implementation of your ILG. We look forward to hearing from you.


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