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Executive Order 11246 (1965)

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Executive Order 11246, issued in 1965 by President Lyndon B. Johnson, is a pivotal directive in U.S. employment law that prohibits federal contractors and subcontractors from engaging in discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin. Administered by the Office of Federal Contract Compliance Programs (OFCCP) within the Department of Labor, EO 11246 mandates affirmative action to ensure equal employment opportunities. This order requires covered employers to implement affirmative action plans, actively recruit diverse applicants, and maintain records demonstrating compliance. For SHRM Certified Professionals, understanding EO 11246 is essential as it influences hiring practices, workplace policies, and compliance strategies within organizations that hold federal contracts. Non-compliance can result in significant penalties, including the loss of contracts and legal consequences. Furthermore, EO 11246 intersects with other federal laws, such as Title VII of the Civil Rights Act, enhancing protections against workplace discrimination. As diversity and inclusion become increasingly integral to organizational success, EO 11246 serves as a foundational framework ensuring that federal contractors uphold equitable employment standards. SHRM professionals must be adept at navigating the requirements of this executive order, conducting regular audits, providing training, and fostering an inclusive workplace culture. Additionally, staying informed about updates or amendments to EO 11246 is crucial for maintaining compliance and promoting best practices in human resource management. In summary, Executive Order 11246 plays a critical role in shaping fair employment practices within federally contracted organizations, making it a fundamental element of employment law knowledge for SHRM Certified Professionals.

Executive Order 11246 (1965) - Comprehensive Guide

Introduction
Executive Order 11246, issued in 1965, is a pivotal directive aimed at preventing discrimination in the hiring and employment practices of federal contractors. It mandates affirmative action and ensures equal employment opportunities regardless of race, color, religion, sex, sexual orientation, gender identity, or national origin.

Why It Is Important
This Executive Order is crucial as it promotes diversity and inclusion within the workforce, ensuring that federal contractors provide fair employment practices. It helps eliminate systemic barriers that have historically marginalized various groups, fostering a more equitable workplace.

What It Is
Executive Order 11246 prohibits federal contractors and subcontractors from discriminating in employment decisions. It requires them to take affirmative action to ensure that equal opportunity is provided in all aspects of employment, including hiring, promotion, and compensation.

How It Works
The order is enforced by the Office of Federal Contract Compliance Programs (OFCCP). Contractors must comply by implementing affirmative action plans, maintaining non-discriminatory practices, and regularly reporting their employment data. Non-compliance can result in penalties, including the loss of federal contracts.

Answering Exam Questions on Executive Order 11246 (1965)
When addressing exam questions on this topic, it is important to:
- **Define** the Executive Order clearly.
- **Explain** its significance in promoting equal employment opportunities.
- **Describe** the mechanisms of enforcement and compliance.
- **Discuss** the implications for federal contractors.

Exam Tips: Answering Questions on Executive Order 11246 (1965)
Understand the Key Provisions: Familiarize yourself with the main components, such as non-discrimination and affirmative action requirements.
Use Examples: Provide real-world scenarios or historical contexts to illustrate how the order is applied.
Highlight Enforcement: Discuss the role of the OFCCP and the consequences of non-compliance.
Stay Organized: Structure your answers with clear headings or bullet points to enhance readability and coherence.

By thoroughly understanding Executive Order 11246 and employing these strategies, you can effectively tackle related exam questions with confidence.

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SHRM-CP - Employment Law Example Questions

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Question 1

Under Executive Order 11246 (1965), what is a key requirement for federal contractors regarding employment practices?

Correct Answer: Develop and execute an affirmative action plan.

Under Executive Order 11246, federal contractors are required to develop and execute an affirmative action plan. This ensures that employment practices promote equal opportunity and address any potential disparities. While creating and sustaining a diversity recruitment strategy, establishing comprehensive non-discrimination policies, and implementing employee equality training programs are important, the key specific requirement outlined in Executive Order 11246 is the development and execution of an affirmative action plan.

Question 2

Under Executive Order 11246 (1965), which of the following is a mandatory component that federal contractors must include in their affirmative action plans?

Correct Answer: Setting specific employment goals and timetables for increasing minority and female representation.

The correct answer is 'Setting specific employment goals and timetables for increasing minority and female representation.' Executive Order 11246 requires federal contractors to develop affirmative action plans that include measurable goals and deadlines for enhancing the representation of minorities and women in their workforce. While implementing comprehensive training programs, submitting employee satisfaction surveys, and establishing committees for benefits and compensation are valuable practices, they are not mandatory components specified by the Executive Order.

Question 3

What specific reporting requirement must federal contractors adhere to under Executive Order 11246 (1965)?

Correct Answer: Submit annual EEO-1 reports detailing workforce demographics to the Office of Federal Contract Compliance Programs (OFCCP).

The correct answer is 'Submit annual EEO-1 reports detailing workforce demographics to the Office of Federal Contract Compliance Programs (OFCCP).' Federal contractors are required under Executive Order 11246 to provide annual EEO-1 reports, which detail their workforce demographics, to the OFCCP to ensure compliance with affirmative action and nondiscrimination policies. The other options are incorrect because: - Maintaining quarterly diversity training sessions, while beneficial, is not a specific reporting requirement under EO 11246. - Implementing a bi-annual audit of hiring practices conducted by an independent third party is not mandated by EO 11246. - Providing monthly updates on workforce composition to the Department of Labor does not align with the annual reporting requirement to the OFCCP.

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