{"id":6541,"date":"2024-02-07T15:00:00","date_gmt":"2024-02-07T23:00:00","guid":{"rendered":"https:\/\/biddle.com\/blog\/?p=6541"},"modified":"2024-02-07T11:01:03","modified_gmt":"2024-02-07T19:01:03","slug":"how-did-we-get-here-and-where-are-we-headed-with-dei-and-affirmative-action","status":"publish","type":"post","link":"https:\/\/biddle.com\/blog\/2024\/02\/07\/how-did-we-get-here-and-where-are-we-headed-with-dei-and-affirmative-action\/","title":{"rendered":"Unraveling Intent: Exploring OFCCP Legal Challenges"},"content":{"rendered":"\n

An Expert Insight Series<\/h2>\n\n\n\n

Part 3: How Did We Get Here? And Where Are We Headed with DE&I and Affirmative Action?<\/strong><\/h3>\n\n\n\n

Jump into the way back machine, time travel to 1974, and you will find a very different OFCCP landscape. Yes, back then the agency was pretty uninterested in potential discrimination against men or Whites in general. And yes, stronger affirmative action was encouraged based on placement goals that were allowed to operate more like voluntary quotas.<\/p>\n\n\n\n

That approach was fully abandoned almost a quarter century ago when the agency last overhauled its E.O. 11246. Contractors were no longer required to \u201cdeclare underutilization\u201d and implement strong action plans designed to more directly influence employment decisions. We pushed that sort of affirmative action down to colleges and universities citing the \u201cpipeline problem\u201d and began focusing on equal opportunity and nondiscrimination.<\/p>\n\n\n\n

But the OFCCP\u2019s regulations still only require contractor employers to actively look for possible discrimination against women and POC. In an audit or complaint investigation, the OFCCP will absolutely look for potential discrimination against men and Whites as well, and will certainly pursue any indicators they may find. So while employers are not required to run analyses looking for discrimination against men or Whites, that does not mean such practices are being allowed by the OFCCP.<\/p>\n\n\n\n

And the agency\u2019s regulations do a pretty poor job of explaining the \u201ccomparison of incumbency to availability\u201d and \u201cplacement goal\u201d-setting process, placing far too much emphasis on \u201cutilization\u201d without adequately clarifying that utilization is a benchmarking tool used to measure the overall health of your employment machine, not an actual \u201cgoal.\u201d<\/p>\n\n\n\n

So to the uninitiated, it looks like the OFCCP\u2019s regulations require contractor employers to measure \u201cdiversity\u201d in the workforce, and where there is insufficient \u201cdiversity,\u201d slam the door on men and Whites until \u201cdiversity\u201d is achieved.<\/p>\n\n\n\n

And here\u2019s the thing. The OFCCP\u2019s regulations are in such bad shape they often leave federal affirmative action practitioners with the wrong ideas, leading to federal affirmative action programs that might actually be violating the law. Where that is the case, that needs to be fixed, and the OFCCP is responsible. But that is not the focus of the America First Legal campaign.<\/p>\n\n\n\n

Here\u2019s the other thing. I and my colleagues will tell you that we have spent a significant portion of our careers advising compliance professionals on how to deal with runaway DE&I departments. It is a well-known fact in our industry that one of the functions of compliance involves informing the organization when well-intentioned DE&I initiatives deviate from the law. We have seen time and time again where organizations will accept the risk of a \u201creverse discrimination\u201d lawsuit for the potential public- and employee-relations boost they can get from a strong and well-timed DE&I initiative. So it is absolutely possible that a federal contractor employer would have a DE&I practice or two that go too far. It just has nothing to do with them being a federal contractor and has nothing to do with their AAP.<\/p>\n\n\n\n

One thing I have never run into in my career, nor has anyone else I know in the industry, is the OFCCP inquiring about the legality of a contractor\u2019s DE&I efforts. Never. That is probably a pretty big, gaping hole in the OFCCP\u2019s otherwise strong mission to eliminate discrimination in the workplace. Not because DE&I is inherently discriminatory (it is not), but because the OFCCP has seen the same things I and all of my colleagues have seen over the years where DE&I has pushed the envelope. Not every DE&I program is problematic, but enough are to warrant some scrutiny, and that probably needs to be a topic of conversation within the OFCCP.<\/p>\n\n\n\n

But all this is nuance that gets lost in the all-caps sound bites of today\u2019s discourse.<\/p>\n\n\n\n

The number one thing that the OFCCP can do to help themselves and the federal contracting community is to get off their rear ends and do the hard work of updating their regulations implementing Executive Order 11246. The agency, its regulations, and the jobs of compliance professionals across the nation are vulnerable to these hyperbolic attacks because the agency has decided to regulate through \u201cinformation collections\u201d and unenforceable sub-regulatory guidance rather than update their regulations.<\/p>\n\n\n\n

Now a regulatory overhaul runs the risk of being seen as in response to attacks by organizations like America First Legal, but that\u2019s just tough cookies for the OFCCP. The time is not now; it is past time for the agency to align its regulatory framework and terminology with modern practice. Their continued failure to do so only helps fringe groups muddy the water for the public and gain traction, putting the livelihoods of thousands of government and private sector workers in real danger.<\/p>\n\n\n\n

In the meantime, BCGi will continue to encourage contractors to move away from terms like \u201caffirmative action\u201d and \u201cplacement goals\u201d\u2014\u201cregulatory terms\u201d that the regulations don\u2019t actually require anyone to use\u2014and to better control the messaging surrounding what the compliance function is all about (nondiscrimination and equal opportunity).<\/p>\n\n\n\n

In fact, it just so happens that we are hosting a free webinar entitled, \u201cHow to Talk About Affirmative Action\u201d on March 11. Sign up here if you want to catch that show.<\/p>\n\n\n\n

And as always, if you have questions about this or any other OFCCP-related matter, please feel free to reach out to us at BCGi@Biddle.com.<\/p>\n\n\n\n

*Note that BCGi capitalizes all official race\/ethnicity categories, regardless of whether or not the category description contains a proper noun, in line with longstanding EEOC practice.<\/p>\n","protected":false},"excerpt":{"rendered":"

An Expert Insight Series Part 3: How Did We Get Here? And Where Are We Headed with DE&I and Affirmative Action? Jump into the way back machine, time travel to 1974, and you will find a very different OFCCP landscape. 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