Executive Order No. 11246 is a United States presidential executive order that was signed by President Lyndon B. Johnson in 1965. This order prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin by federal contractors and subcontractors. It also requires affirmative action to ensure equal employment opportunity, making it a crucial part of the framework for promoting diversity and inclusion within the workforce.
5 Must Know Facts For Your Next Test
Executive Order No. 11246 was enacted to address and combat systemic discrimination in the workplace, especially in federal contracting.
The order requires employers to take proactive steps to ensure equal employment opportunities, including outreach and recruitment efforts targeting underrepresented groups.
The Office of Federal Contract Compliance Programs (OFCCP) was established to oversee compliance with Executive Order No. 11246 and enforce its provisions.
Failure to comply with the order can result in penalties, including the loss of federal contracts and financial assistance.
Executive Order No. 11246 laid the groundwork for subsequent civil rights legislation and initiatives aimed at promoting equality in various sectors.
Review Questions
How does Executive Order No. 11246 relate to affirmative action policies in the context of federal contracting?
Executive Order No. 11246 is a foundational piece of legislation that establishes the requirement for affirmative action among federal contractors. It mandates that these employers not only avoid discriminatory practices but actively implement measures to ensure equal opportunity for individuals from historically marginalized groups. This connection is crucial as it frames affirmative action as not just a policy but an obligation for those receiving government contracts.
Evaluate the impact of Executive Order No. 11246 on workplace diversity and inclusion efforts among federal contractors.
Executive Order No. 11246 significantly influenced workplace diversity and inclusion by creating a formal requirement for federal contractors to implement affirmative action strategies. By holding employers accountable for their hiring practices, the order pushed organizations to actively seek out diverse talent pools and create inclusive environments. This has led to measurable improvements in representation across various industries, promoting broader societal changes regarding equity in employment.
Assess the long-term implications of Executive Order No. 11246 on civil rights movements and legislation in the United States.
The long-term implications of Executive Order No. 11246 on civil rights movements are profound, as it served as a catalyst for broader reforms in employment law and anti-discrimination efforts. By setting a precedent for government involvement in ensuring workplace equality, it paved the way for additional legislation such as the Equal Employment Opportunity Act and reinforced the need for ongoing advocacy against discrimination. The executive order continues to influence discussions around equity, justice, and diversity in both public and private sectors today.
Policies and practices aimed at increasing opportunities for historically marginalized groups in education and employment.
Equal Employment Opportunity Commission (EEOC): A federal agency that enforces laws against workplace discrimination and ensures compliance with civil rights laws.
Federal Contract Compliance: The requirement for federal contractors to adhere to laws and regulations governing equal employment opportunities and non-discrimination.