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OFCCP Publishes Voluntary Request for Information in Connection with Combatting Race and Gender Stereotyping Executive Order

As directed in the recent controversial Executive Order (EO) 13950– Combatting Race and Gender Stereotyping, OFCCP is publishing in the Federal Register a request for information (RFI) seeking to collect information regarding training materials that may contain “divisive concepts” or promote sex and race stereotyping or scapegoating. The Agency also held a public Stakeholder Call to provide RFI guidance and address questions regarding the new EO.

As a reminder, the EO directs OFCCP to collect “information from Federal Contractors … regarding the training, workshops, or similar programming provided to employees” and should

request copies of any training, workshop, or similar programing having to do with diversity and inclusion as well as information about the duration, frequency, and expense of such activities.

The RFI encourages contractors and their employees to submit training materials in order to receive compliance assistance.  During the Agency’s stakeholder call addressing the RFI, OFCCP Director Craig Leen reiterated the purpose of the RFI is to obtain relevant training material so the Agency can provide compliance assistance, and “not for enforcement.”

The RFI makes clear that participation by federal contractors is “strictly voluntary” and there are “no adverse consequences for choosing not to participate.”  The details of the RFI provide more detail and perspective, as follows:

  • According to the RFI, if a contractor submits materials that OFCCP deems are not compliant with EO 13950 and EO 11246, OFCCP will provide compliance assistance and not to bring an enforcement action.
  • Interestingly, the RFI sets out that Contractors may take advantage of this incentive only if training materials are submitted “by one of the contractor’s or subcontractor’s executives, owners or legal representatives with actual authority to legally bind the” company.
  • If OFCCP deems the information to be non-compliant, provides technical assistance and the contractor refuses to correct the issues, OFCCP may take enforcement action if the Agency later receives the materials from a separate source – such as during an audit or from an employee.

During the Stakeholder Call, Director Leen said the Agency is “hoping for a very significant response” to the RFI and that submission of training materials “can only help the company because it will not lead to enforcement.”

The risk of not providing materials hinges not only on whether OFCCP receives substantially the same materials from another source at a later time, but also on whether OFCCP could proceed directly to enforcement. It seems unlikely that would be the case.  Rather, it would appear that a contractor who did not submit materials would still have the opportunity to conciliate a subsequent alleged violation and revise its training materials to address the Agency’s concerns.

Shortly after President Trump issued the EO, OFCCP set up a hotline and website to receive complaints regarding training materials, and has already started to receive, and investigation claims as potential violations of EO 11246.  Director Leen emphasized in the stakeholder call that such efforts are consistent with the November 21 effective date of the EO because EO 11246 is consistent with EO 13950 in that both prohibit discrimination based on race or sex in the guise of affirmative action.  While diversity actions consistent with EO 11246 are encouraged and required, discrimination is not permitted.

We want to continue to emphasize that the EO does not ban training – only specific divisive concepts.  We suggest federal contractors carefully review and revise their training materials, as necessary, as well as “train the trainer” regarding the parameters of the EO.

We will continue to provide updates as discussions continue and additional information and insights are learned.

Jackson Lewis P.C. © 2020National Law Review, Volume X, Number 295



About this Author

Laura Mitchell, Jackson Lewis, Management Representation lawyer, Contractual Drafting Attorney

Laura A. Mitchell is a Principal in the Denver, Colorado, office of Jackson Lewis P.C. She represents management exclusively in all areas of employment law, focusing on affirmative action and government contractor compliance.

Ms. Mitchell is a Principal in the firm’s Affirmative Action and OFCCP Defense practice group, representing government and non-government contractors in Office of Federal Contract Compliance Programs (OFCCP) matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming...

F. Christopher Chrisbens, Jackson Lewis, litigation attorney, employment law, intellectual property legal counsel, OFCCP compliance lawyer
Of Counsel

F. Christopher Chrisbens is Of Counsel in the Denver, Colorado, office of Jackson Lewis P.C. Over his years as a litigation attorney, manager, trainer and workplace investigator, Mr. Chrisbens has developed a diverse array of employment law skills serving employers in a variety of legal and corporate settings.

Mr. Chrisbens began his career as a litigator and appellate practitioner in Los Angeles, California, and later returned to Boulder, Colorado where he was partner in a Boulder firm practicing in the areas of commercial...