We have made progress as a country in opening career opportunities for women that were, for decades, the province of men. Yet, there is more work that lies ahead to eradicate sex discrimination. This is why it is important that we bring these old guidelines from the ‘Mad Men’ era to the modern era, and align them with the realities of today’s workplaces and legal landscape.
Patricia A. Shiu, OFCCP Director
On June 14, 2016, the United States Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) published its final rule establishing requirements that federal contractors and subcontractors must meet under Executive Order 11246 to ensure nondiscrimination in employment on the basis of sex. Up until this week, the OFCCP’s sex discrimination guidelines had gone unchanged since the 1970s.
The new rule specifically addresses sex-based employment issues present in today’s workplace, including compensation discrimination, sexual harassment, failure to provide workplace accommodations for pregnancy and related conditions, discrimination on the basis of gender identity and transgender status, family caregiving discrimination, and discrimination based on gender norm stereotypes.
The requirements under the rule are largely in line with Title VII and the Equal Employment Opportunity Commission’s interpretation of Title VII, and therefore requirements for federal contractors and subcontractors are largely unchanged by this rule. The rule is organized into eight sections and concludes with an appendix, which contains nonbinding “best practices” to prevent sex discrimination. These are some highlights of the rule. Continue Reading