If an employee or applicant identifies as non-binary or a gender other than male or female, they must be included in the AAP but can be excluded from any gender-based analyses
OFCCP has now issued guidance on handling an employee or an applicant who self-identifies as non-binary or a gender other than male or female, such as Gender X currently recognized in California.
Q: How should contractors handle counting employees and/or applicants who identify as a gender other than male or female such as Gender X as is recognized in California?
A: Those contractors that must develop and maintain Affirmative Action Programs under Executive Order 11246 are required to invite all applicants and employees to voluntarily self-identify their gender (as well as their race and ethnicity). OFCCP has not mandated a particular method for a contractor to obtain information about a person's gender. If an employee or applicant chooses to self-identify as non-binary, or as a gender other than male or female, the contractor must still include the individual in its AAP submission. However, the contractor may exclude that individual's data from the gender-based analyses required by OFCCP's regulations. OFCCP's FAQs specify that a contractor may not ask applicants or employees for documentation to prove their gender identity or transgender status.
Founded in 1998, OutSolve has evolved into a premier compliance-driven HR advisory firm, leveraging deep expertise to simplify complex regulatory landscapes for businesses of all sizes. With a comprehensive suite of solutions encompassing HR compliance, workforce analytics, and risk mitigation consulting, OutSolve empowers organizations to navigate the intricate world of employment regulations with confidence.
Featured Posts

Bye-Bye American Pie: OFCCP to Slip Beneath the Waves on September 30, 2025

How to Conduct a Pay Equity Audit Without Creating Legal Exposure
Related Posts

Pay Equity Consultant vs. Pay Equity Software: What’s Best for You?

Choosing Between a Pay Equity Consultant and Pay Equity Software: What’s Right for Your Business? Your internal pay equity audit just flagged a wage...

I-9 Documents: What’s Acceptable and Best Practices

The Form I-9 might seem like just another onboarding form, but it plays a crucial legal role in verifying your employees’ right to work in the United...

Compensation Philosophy: What You Need to Know

Let’s talk about something that Human Resources (HR) plays a large role in that doesn’t always get clearly defined from the beginning. That’s...