Executive Order 11246

Definition

Executive Order 11246 is a significant directive signed by President Lyndon B. Johnson in 1965, aimed at promoting affirmative action in federal contracting. This order requires government contractors to take affirmative steps to ensure that job applicants and employees are treated fairly regardless of race, color, religion, sex, or national origin. It established requirements for non-discriminatory practices and set the foundation for enforcing equal employment opportunities within federal contracts.

5 Must Know Facts For Your Next Test

1. Executive Order 11246 applies to all federal contractors and subcontractors, requiring them to develop and implement affirmative action plans.
2. The order prohibits discrimination in hiring and employment practices, mandating that contractors take proactive steps to improve the representation of minorities and women in their workforce.
3. It is enforced by the Office of Federal Contract Compliance Programs (OFCCP), which monitors compliance through audits and investigations.
4. Executive Order 11246 was one of the key pieces of legislation that expanded the government's role in promoting workplace equality during the Civil Rights Movement.
5. Contractors who fail to comply with the requirements of Executive Order 11246 can face penalties, including the cancellation of contracts and loss of future bidding opportunities.

Review Questions

• How does Executive Order 11246 connect to broader efforts in promoting civil rights and equality in the workforce?
  • Executive Order 11246 is a direct response to the Civil Rights Movement, emphasizing the importance of non-discrimination in employment practices. By mandating affirmative action for federal contractors, it seeks to address historical inequalities faced by marginalized groups in the workforce. The order reinforces the government's commitment to ensuring that all individuals have equal opportunities for employment, thereby contributing to a more equitable society.
• Discuss the mechanisms through which Executive Order 11246 is enforced and its impact on federal contractors.
  • Enforcement of Executive Order 11246 is primarily carried out by the Office of Federal Contract Compliance Programs (OFCCP), which monitors compliance through regular audits and investigations. Federal contractors are required to develop affirmative action plans detailing their strategies for achieving diversity in hiring practices. The impact on contractors includes both accountability for discrimination and potential penalties for non-compliance, leading many organizations to prioritize diversity initiatives.
• Evaluate the long-term implications of Executive Order 11246 on labor markets and diversity within federal contracting.
  • The long-term implications of Executive Order 11246 have been profound, as it established a framework for promoting diversity within federal contracting that has influenced private sector practices as well. By holding contractors accountable for their hiring practices, the order has contributed to increasing representation of women and minorities in various industries. Over time, this has led to a gradual shift towards more inclusive labor markets, fostering a culture that values diversity as an essential component of organizational success.

Related terms

Affirmative Action:

Policies and practices aimed at increasing the representation of historically marginalized groups in areas such as education and employment.

Equal Employment Opportunity Commission (EEOC): A federal agency that enforces laws against workplace discrimination and oversees the implementation of affirmative action programs.

Office of Federal Contract Compliance Programs (OFCCP): An agency within the U.S. Department of Labor that ensures that federal contractors comply with affirmative action and equal employment opportunity laws.