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Recently issued executive orders restricting
diversity, equity, and inclusion (DEI) initiatives at federal agencies and
among federal contractors will have significant impacts on engineering firms.
Whether you are a business leader, legal, or human resources professional, this
program will have something for you.
Collectively, the executive orders create
compliance and risk management challenges for businesses. Executive Order 13950
from September 2020 titled “Combating Race and Sex Stereotyping” is back. Under
E.O. 14173 titled “Ending Illegal Discrimination And Restoring Merit-Based
Opportunity,” the Office of Federal Contract Compliance Programs (OFCCP) within
the U.S. Department of Labor must cease promoting diversity and allowing or
encouraging federal contractors and subcontractors to engage in workforce balancing
based on race, color, sex, sexual preference, religion, or national origin.
Additionally, federal contractors must certify that they do not have any DEI
programs that violate any applicable federal anti-discrimination laws. This
certification will be subject to the False Claims Act penalties.
Join Cate McCaffrey with Gibson Dunn to
review the executive orders and their implications for firms that work for
federal clients, as well as risk management steps firms can take.
Learning Objectives:
- Understand what federal requirements
have changed and what remains the same
- Consider the strategic and practical
workforce implications for your company culture
- Identify the business processes and
business systems that may need to be changed along with the necessary
resources to address them
Presenter:
Cate McCaffrey, Associate Attorney with Gibson Dunn