AFFIRMATIVE ACTION
For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
THE EEO CLAUSE
Each contracting agency in the Executive Branch of government must include the equal opportunity clause in each of its nonexempt government contracts. The equal opportunity clause requires that the contractor will 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.
American Indian or Alaskan Native, Asian or Pacific Islander, Black, and Hispanic individuals are considered minorities for purposes of the Executive Order. This clause makes equal employment opportunity and affirmative action integral elements of a contractor’s agreement with the government. Failure to comply with the non-discrimination or affirmative action provisions is a violation of the contract.
U.S. Equal Employment Opportunity Commission (EEOC) Strategic Plan for Fiscal Years 2018-2022
Message from the Commission
The United States Equal Employment Opportunity Commission (EEOC) is pleased to release the agency’s Strategic Plan for Fiscal Years 2018-2022.
This Strategic Plan will guide the agency as we fulfill our mission of preventing and remedying unlawful employment discrimination and advancing equality of opportunity in the workplace. The work of the Commission depends on the daily efforts of approximately 2,200 dedicated personnel, located in its headquarters and 53 field offices across the nation, to carry out the agency’s mission. In creating the Strategic Plan, we sought the input of all members of the EEOC workforce in addition to the agency’s leadership.
We also solicited and received comments from a wide range of stakeholders and the public. As a result, the plan is a true reflection of the agency and all those who share an interest in our mission.
