Executive Order 11246

Definition

Executive Order 11246 is a United States federal regulation that mandates affirmative action and prohibits employment discrimination by federal contractors. Signed in 1965 by President Lyndon B. Johnson, it requires employers who engage in government contracts to take proactive steps to ensure equal employment opportunities for all individuals, regardless of race, color, religion, sex, or national origin. This order plays a critical role in promoting affirmative action and addressing the concerns of reverse discrimination in hiring and employment practices.

5 Must Know Facts For Your Next Test

1. Executive Order 11246 applies specifically to federal contractors and subcontractors, requiring them to develop affirmative action plans.
2. The order established the Office of Federal Contract Compliance Programs (OFCCP), which monitors compliance with the affirmative action requirements.
3. Violations of Executive Order 11246 can result in penalties such as the loss of federal contracts or debarment from future contracting opportunities.
4. This executive order was pivotal in advancing civil rights during the 1960s and has influenced later legislation regarding workplace diversity and inclusion.
5. The order has been challenged and revised over the years, reflecting ongoing debates about affirmative action and its implications for equity in the workplace.

Review Questions

• How does Executive Order 11246 impact the hiring practices of federal contractors?
  • Executive Order 11246 significantly impacts federal contractors by requiring them to implement affirmative action measures aimed at ensuring equal employment opportunities. Contractors must assess their workforce and develop plans to address any disparities related to race, gender, or other protected categories. This means actively recruiting from underrepresented groups and eliminating barriers that may hinder their hiring or advancement.
• Discuss the role of the Office of Federal Contract Compliance Programs (OFCCP) in enforcing Executive Order 11246.
  • The Office of Federal Contract Compliance Programs (OFCCP) plays a crucial role in enforcing Executive Order 11246 by monitoring compliance among federal contractors. The OFCCP conducts audits and investigations to ensure that contractors are adhering to their affirmative action obligations and not engaging in discriminatory practices. If violations are found, the OFCCP can impose sanctions, including fines or termination of contracts, thereby promoting accountability and adherence to equal opportunity standards.
• Evaluate the implications of Executive Order 11246 on discussions surrounding reverse discrimination in the context of affirmative action policies.
  • The implications of Executive Order 11246 on discussions about reverse discrimination are complex and often contentious. While the order promotes affirmative action as a means to rectify historical injustices, it also raises concerns among some groups about fairness in hiring processes. Critics argue that such policies can lead to reverse discrimination against non-minority candidates, suggesting that affirmative action may unfairly disadvantage those who do not belong to targeted groups. Thus, the order has sparked ongoing debates regarding the balance between achieving diversity and ensuring equal treatment for all job applicants.

Related terms

Affirmative Action: A set of policies aimed at increasing opportunities for historically marginalized groups in education and employment through proactive measures.

Equal Employment Opportunity (EEO): The principle that all individuals should have equal chances for employment and advancement without discrimination based on protected characteristics.

Reverse Discrimination: The practice of giving preferential treatment to members of historically disadvantaged groups, which can lead to claims that it discriminates against other individuals.