Before search engines, message boards and e-mail reduced the job-hunting process to a simple series of mouse clicks, a federal contractor’s applicant pool was relatively small. This made reporting race and gender information to the Office of Federal Contract Compliance Programs (OFCCP), the body in charge of ensuring that federal contractors don’t use discriminatory employment practices, a painless necessity.
But once job hunters took to the Internet, applicants bombarded employers with r?sum?s, making compliance a huge headache. To cope with the vast increase in applications, companies simply ignored the guidelines and the OFCCP did little to enforce them.
