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Ther
e is significant speculation about what changes affecting federal contractor equal employment opportunity and affirmative action programs will occur in a second Trump presidential term. There is reason to believe that the new administration could peel back from the general regime of Executive Order 11246, which is the basis for federal contractor and sub-contractor employers to pro-actively assess their employment practices for gender-based and race/ethnicity-based equal employment opportunity. The implementing regulations of Executive Order 11246 are what mandate that employers develop “action-oriented programs” to address any shortcomings in those areas, including engaging in pro-active recruitment of specific gender and race/ethnicity