Performance Goal OFCCP 3.1: Federal Contractor Workplaces

Ensure diversity and fairness in federal contractor workplaces.

Other Information:

Advance Equal Employment Opportunities -- OFCCP administers and enforces three legal authorities that require equal employment opportunity: Executive Order 11246, as amended; Section 503 of the Rehabilitation Act of 1973, as amended; and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended. Together, these laws ban discrimination and require federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment, without regard to race, color, religion, sex, national origin, disability, or status as a covered veteran. OFCCP will investigate all discriminatory practices within its purview and enforce the requirements for effective affirmative action programs to ensure that federal contractors are committed to advancing equal employment opportunity for and engaging in outreach to minorities, women, individuals with disabilities, and covered veterans. Since federal contractors are obligated to self-audit and correct identified problem areas, consistent with the Department’s Plan/Prevent/Protect strategy, OFCCP will dedicate additional resources to increase monitoring of this element of compliance. OFCCP will also strengthen its relationship with the contractor community and develop a comprehensive stakeholder outreach strategy, serving the needs of minorities, women, individuals with disabilities, and covered veterans. OFCCP is placing greater emphasis on enforcement and focusing on identifying and resolving both individual and systemic discrimination. Additionally, OFCCP will provide increased attention to countering discrimination against individuals with disabilities and covered veterans. Through regulatory activities, OFCCP will establish the actions that construction contractors are required to take to implement their affirmative action obligations and address recruitment, training, and apprenticeships. In revising its regulations, OFCCP will follow the example of the WHD regulation which requires a thorough legal classification analysis be conducted by any employer seeking to exclude workers from legal protections by classifying them as independent contractors. Training will be conducted for compliance officers to better identify workers who have been misidentified as independent contractors. The Women’s Bureau will work to promote workplaces that are free of discrimination and harassment. This will involve education and outreach on employment rights, including information for young women, women of color, homeless women veterans, and women with disabilities. WB will perform outreach efforts in conjunction with DOL agencies and external federal agencies.

Indicator(s):

Indicator:1

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