Industry Liaison Groups (ILG) provide opportunities for U.S. Government Contractors, the Office of Federal Contract Compliance Programs (OFCCP), and the U.S. Equal Employment Opportunity Commission (EEOC) to interact in a non-adversarial environment, promote and support nondiscrimination, as well as, equal access and opportunity in the U.S. workplace. ILGs also provide the Human Resources professional or Employment Law Advisory 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 opportunity, and a commitment to finding mutually effective and beneficial compliance solutions.

A classic model of an ILG would include U.S. Government Contractors and Sub-Contractors (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 ILGs are organized to support the implementation of affirmative action and equal employment opportunity programs in business enterprises.

To be recognized as a viable ILG by the National Industry Liaison Group (NILG) 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 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 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 purposes, intent, and meeting activities.  An ILG should plan to meet at least every six (6) months to be effective, but no more than once per quarter.