Executive Order 11246 is a U.S. government directive issued in 1965 that prohibits discrimination in employment based on race, color, religion, sex, or national origin by federal contractors and subcontractors. This order also requires these contractors to take affirmative action to ensure equal employment opportunities, making it a critical tool for promoting diversity and addressing past discrimination within the workplace.
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Executive Order 11246 was signed by President Lyndon B. Johnson on September 24, 1965, as part of his administration's efforts to promote civil rights and combat discrimination in the workplace.
The order applies to companies that have contracts with the federal government valued at over $10,000, requiring them to adhere to non-discrimination policies and take proactive steps toward achieving diversity.
Contractors must develop and implement an affirmative action plan, which outlines specific goals and strategies for recruiting and retaining a diverse workforce.
The Office of Federal Contract Compliance Programs (OFCCP) enforces compliance with this order, conducting audits and investigations to ensure that contractors are meeting their obligations.
Non-compliance with Executive Order 11246 can result in penalties such as the suspension or termination of federal contracts and possible legal action.
Review Questions
How does Executive Order 11246 contribute to promoting diversity in the workplace among federal contractors?
Executive Order 11246 plays a vital role in promoting workplace diversity by prohibiting discrimination based on race, color, religion, sex, or national origin among federal contractors. By mandating that these employers implement affirmative action plans, the order encourages them to proactively recruit and retain a diverse workforce. This approach not only helps address historical inequalities but also fosters an inclusive work environment that benefits both employees and organizations.
Discuss the implications of Executive Order 11246 for companies seeking federal contracts regarding their hiring practices.
For companies aiming to secure federal contracts, Executive Order 11246 imposes significant requirements on their hiring practices. They must demonstrate a commitment to non-discrimination and create affirmative action plans that detail how they will achieve equal employment opportunities. This includes setting measurable goals for hiring underrepresented groups and implementing strategies to reach those goals. Failure to comply can jeopardize their ability to obtain or maintain federal contracts.
Evaluate the effectiveness of Executive Order 11246 in reducing workplace discrimination and enhancing equality among federal contractors over the years.
The effectiveness of Executive Order 11246 can be evaluated through its impact on reducing workplace discrimination and fostering equality within federal contracting. Over the years, many organizations have made strides toward greater diversity as a result of the affirmative action requirements set forth by the order. However, challenges remain, including inconsistent enforcement and varying levels of commitment among contractors. Overall, while it has been a significant step forward in promoting equality, ongoing efforts are needed to ensure its objectives are fully realized in practice.
Policies and practices aimed at increasing opportunities for historically underrepresented groups in various sectors, including education and employment.
Equal Employment Opportunity (EEO): The principle that all individuals should have equal access to employment opportunities without discrimination based on protected characteristics.
Office of Federal Contract Compliance Programs (OFCCP): A division of the U.S. Department of Labor responsible for ensuring that federal contractors comply with the regulations established by Executive Order 11246.