E.O. impacts government contractors, subcontractors and certain grant recipients and is to “combat offensive and Anti-American race and sex stereotyping and scapegoating”
On September 22, 2020, President Trump signed the Executive Order (E.O.) on Combating Race and Sex Stereotyping which covers government contractors, subcontractors and certain grant recipients, except for contractors exempted by section 204 of E.O. 11246. Each contracting agency must insert a clause in every contract entered into 60 days from September 22, 2020 (November 21, 2020) that requires the contractor to:
- “Not use any workplace training that inculcates in its employees any form of race or sex stereotyping or any form of race or sex scapegoating,”
- Send to each labor union or representative a notice, provided by the agency contracting officer, identifying the commitments under the E.O. and informing them of the requirement to post copies of the notice in conspicuous places available to employees and applicants.
- Include the provisions of paragraphs (1) through (4) in every subcontract or purchase order unless exempted. Contractors must take action for noncompliance by a subcontractor provided that that the “contractor becomes involved in, or is threatened with, litigation with a subcontractor or vendor as a result of such direction.”
The E.O. is effective immediately except for the requirement to complete number 3 above.
The OFCCP is directed to establish a hotline and investigate complaints received under “both this order as well as the E.O. 11246 alleging that a Federal contractor is utilizing such training programs in violation of the contractor’s obligations under those orders.” Within 30 days of this order the OFCCP shall publish in the Federal Register a request for information regarding the training or similar programming provided to employees. Noncompliance of the requirements of paragraphs (1), (2) and (4) may result in the cancellation, termination or suspension in whole or in part of any contract.
The E.O. provides definitions for: (1) divisive concepts, (2) race or sex stereotyping, and (3) race or sex scapegoating.
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

What Is an I-9 Authorized Representative?

outRageous HR Podcast: What to Do When ICE Knocks: How to Prepare
Related Posts

What We’re Bringing to SHRM 2025

California Dreamin’? So are we! We’re bringing the power of HR compliance to SHRM 2025!

Form I-9 Reverification: What Is It and Who Needs It for Compliance?

Human Resources professionals juggle a long list of responsibilities from recruiting and onboarding to benefits management and legal compliance, the...

Chad & Cheese + Purple Acorn HR Morning Show: What’s Next for HR Compliance?

Between political shake-ups, shifting federal priorities, and the rise of AI in workforce oversight, HR compliance in 2025 is anything but...