October 28, 2020

Volume X, Number 302


October 27, 2020

Subscribe to Latest Legal News and Analysis

October 26, 2020

Subscribe to Latest Legal News and Analysis

President Trump’s ‘Executive Order on Combating Race and Sex Stereotyping’ Significantly Impacts Permitted Federal Contractors’ Workplace Diversity Training

On September 22, 2020, President Trump issued an unprecedented “Executive Order on Combating Race and Sex Stereotyping” (Order) directed to the federal workforce and federal contractors. The Order purports “to combat offensive and anti-American race and sex stereotyping and scapegoating” through a variety of measures, including significantly limiting the diversity trainings federal contractors may offer, requiring notification of applicable unions of their commitments under the Order and posting related notices in the workplace, and adding provisions to address the prohibited “race and sex stereotyping” in their subcontracts and purchase orders.

The Executive Order’s Stated Purpose

The Order states that “many people are pushing a different vision of America” that is “rooted in the pernicious and false belief that America is an irredeemably racist and sexist country; that some people, simply on account of their race or sex, are oppressors; and that racial and sexual identities are more important than our common status as human beings and Americans.” The Order states that certain workplace diversity training “perpetuates racial stereotypes and division and can use subtle coercive pressure to ensure conformity of viewpoint” and that “[r]esearch also suggests that blame-focused diversity training reinforces biases and decreases opportunities for minorities.”

As a result, the Order states: “It shall be the policy of the United States not to promote race or sex stereotyping or scapegoating in the Federal workforce or in the Uniformed Services, and not to allow grant funds to be used for these purposes. In addition, Federal contractors will not be permitted to inculcate such views in their employees.”


Federal government contracts entered into on or after November 21, 2020, must include certain provisions, which are mandatory during the performance of the contract. Although the Order is effective immediately, these restrictions on training may not apply until a federal contractor or subcontractor enters into a new or amended contract. The restrictions are as follows:

  • Contractors must 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.” Such prohibited training is described as training which includes the following concepts:

    • One race or sex is inherently superior to another race or sex

    • An individual, by virtue of his or her race or sex, is inherently racist, sexist, or oppressive, whether consciously or unconsciously

    • An individual should be discriminated against or receive adverse treatment solely or partly because of his or her race or sex

    • Members of one race or sex cannot and should not attempt to treat others without respect to race or sex

    • An individual’s moral character is necessarily determined by his or her race or sex

    • An individual, by virtue of his or her race or sex, bears responsibility for actions committed in the past by other members of the same race or sex

    • Any individual should feel discomfort, guilt, anguish, or any other form of psychological distress on account of his or her race or sex

    • Meritocracy or traits such as a hard work ethic are racist or sexist, or were created by a particular race to oppress another race

  • Where employees are subject to collective bargaining agreements, contractors must send notice to each applicable labor union or representative of workers advising of the contractors’ commitments under the Order and posting copies of the notice in the workplace.

  • Contractors must include the training requirements and restrictions in “every subcontract or purchase order” (unless otherwise exempted) so that such provisions will be binding upon each subcontractor or vendor. And contractors must take “such action with respect to any subcontract or purchase order as may be directed by the Secretary of Labor as a means of enforcing such provisions including sanctions for noncompliance.”

In the event of a contractor’s noncompliance with these requirements, the Order warns that its federal contracts may be canceled, terminated or suspended in whole or in part, and such contractor may be declared ineligible for further government contracts and otherwise sanctioned. The Order also institutes the creation of a hotline to report contractors suspected of violating the Order’s requirements. The Office of Federal Contract Compliance Programs (OFCCP) is charged with investigating these complaints. The OFCCP is also charged with drafting a request for information whereby contractors will be required to submit information regarding their training, workshops or similar programs. In response to the request, contractors will be required to submit “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.”

Notably, the Order also requires the heads of all federal agencies to immediately begin reviewing their respective grant programs and to identify those programs for which the agency may, as a condition of receiving such a grant, require the recipient to certify that it will not use federal funds to promote the concepts listed above. Any organization in the process of applying for federal grants will likely be required to make this certification. On November 21, 2020, the heads of each federal agency must each submit a report to the director of the Office of Management and Budget (OMB) listing all grant programs identified under the Order.

An additional, significant provision of the Order is an instruction to the attorney general to evaluate to what extent private employer workplace training that teaches what the Order defines as “divisive concepts” could give rise to liability for a hostile work environment in violation of Title VII of the Civil Rights Act of 1964.

Implications of the Order

Once implemented, the Order will severely restrict federal contractors’ flexibility and discretion in providing diversity and inclusion, sexual harassment, and other equal opportunity trainings. Conversely, these trainings are required by many other federal and state laws – posing a significant a conflict for contractors.

This controversial Order will likely be challenged on both procedural and constitutional grounds. Affected employers should watch closely for further developments.

© 2020 Faegre Drinker Biddle & Reath LLP. All Rights Reserved.National Law Review, Volume X, Number 268



About this Author

Kristin Jones Pierre Labor & Employment Faegre Drinker Biddle & Reath Minneapolis, MN

Kristin Jones Pierre advises management nationwide on complex workplace matters, including identifying long-term strategies and best practices to reduce employment-related legal risks while meeting business needs. She represents employers of all sizes, including public and private companies, emerging businesses, and nonprofit organizations.

Employment Counseling

Kristin helps employers identify employment obligations, risks and liabilities from hiring practices to termination. Her experience includes advising employers on:

  • Hiring practices, including recruitment...
Lindsey M. Hogan Labor & Employment Attorney Faegre Drinker Biddle & Reath Chicago, IL

Lindsey Hogan provides sophisticated counsel to employers and businesses during complex employment disputes, commercial litigation and investigations. Lindsey manages case execution from start to finish with an uncompromising focus on the client’s goals and best interests. She represents employers in jurisdictions throughout the country.

Employment Litigation 

Lindsey serves as litigation counsel for employers facing class and collective actions stemming from wage and hour disputes under the Fair Labor Standards Act, the Illinois Minimum Wage Law, the Illinois Wage Payment and Collection Act, and the Chicago Minimum Wage Ordinance. She also represents employers in employment litigation involving allegations of:

  • Discrimination
  • Sexual harassment
  • Whistleblower/retaliation
  • The FMLA
  • Restrictive covenants and protection of confidential information
  • Trade secret misappropriation
  • Wrongful discharge
  • Equal pay
  • Breach of contract claims

Employment Counseling & Investigations

When internal issues arise, Lindsey leads investigations involving executive misconduct, ethical violations and discrimination and retaliation allegations. Lindsey also helps employers mitigate risk by counseling on:

  • Policy and procedure implementation
  • Employee discipline and termination
  • Wage and hour compliance
  • Retaliatory claim avoidance policies
  • Compliance with all state and federal laws

Commercial & Non-Compete Litigation

When employers need to protect confidential information, Lindsey handles litigation matters concerning breaches of contract or fiduciary duty, tortious interference, trade secret misappropriation, and enforcement of restrictive covenants.

Health Care Provider Expertise

Lindsey has represented many hospital systems and physicians in claims ranging from wage and hour litigation, to discrimination claims, to medical malpractice claims, to False Claims Act (FCA) violations. She understands hospitals’ business processes and tailors legal advice to their needs.

Grayson F. Harbour Labor & Employment Faegre Drinker Biddle & Reath Indianapolis, IN

Grayson Harbour assists companies as they navigate matters related to labor and employment. He is particularly interested in the intersection of technology, privacy and law as applied to the modern workforce. 

Past Experience

Grayson has a host of experience in cybersecurity, including conducting cybersecurity compliance assessments, researching cybersecurity policy issues and managing engagements-focused preventative measures using HIPAA, NIST 800-53, NIST 800-171, and other security frameworks. As a legal intern with Rolls-Royce North America, Grayson made recommendations...