The document outlines new compliance developments from the OFCCP, including a focus on compensation disparities and employment of protected groups. It details requirements for responding to audit letters, performing salary equity analysis to defend disparities, and providing more specific demographic and compensation data. New analyses include multiple regression analysis, a "2% smell test," and examining differences at the individual race group level rather than aggregated minorities. Proposed regulations may require stricter placement goals for veterans and individuals with disabilities.