Executive order mandating

Federal regulations require affirmative action plans to include an equal opportunity policy statement, an analysis of the current work force, identification of under-represented areas, the establishment of reasonable, flexible goals and timetables for increasing employment opportunities, specific action-oriented programs to address problem areas, support for community action programs, and the establishment of an internal audit and reporting system.

The Order assigned the responsibility for enforcing parts of the non-discrimination in contracts with private industry to the Department of Labor.

Executive Order 11246, signed by President Lyndon B. It "prohibits federal contractors and federally assisted construction contractors and subcontractors, who do over ,000 in Government business in one year from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin." It also requires contractors to "take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin." The phrase affirmative action had appeared previously in Executive Order 10925 in 1961.

Johnson on September 24, 1965, established requirements for non-discriminatory practices in hiring and employment on the part of U. The order was a follow-up to Executive Order 10479 signed by President Dwight D.

These objectives are worthwhile, and the President should be applauded for including them.On October 13, 1967 Executive Order 11375 amended Executive Order 11246 adding the category "sex" to the anti-discrimination provisions.On July 21, 2014, Executive Order 13672 amended Executive Order 11246 and Executive Order 11478 to change "sexual orientation" to "sexual orientation, gender identity".The problem is that the EO cannot provide these important protections—they can be created only by Congress.As a result, many businesses will be reluctant to share their information for fear that their proprietary information could be endangered by a FOIA request or that an honest mistake might lead to a lawsuit being filed against them.

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