Affirmity Joins Prominent Industry Leaders in Best Practices Response After Revocation of EO 11246

Affirmity has made a joint best practices statement with a coalition of federal compliance industry leaders in the wake of President Trump’s Executive Order (EO), “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”. The statement provides a clear and united message on how federal contractors can best ensure compliance with the Trump administration’s incoming policies and non-discrimination law.

Please continue reading for the full wording of the statement signed by Affirmity Managing Director, Jeffery D. Lewis.

“We recognize that the new Executive Order issued by President Trump revoking EO 11246 results in major changes in key compliance metrics for federal contractors, as well as associated reporting requirements and enforcement by the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Federal contractors, however, should take proactive steps to ensure that their workplace policies and practices result in employment decisions based on merit and do not include illegal discrimination or illegal DEI. It is prudent to be prepared for additional future changes, including the new compliance certification referenced in the new Executive Order.”

“President Trump’s Executive Order (Ending Illegal Discrimination and Restoring Merit-Based Opportunity) issued on January 21, 2025, revoked Executive Order 11246 and its regulatory obligations. The new Executive Order effectively ends contractors’ affirmative action and related obligations. Under the new Executive Order, however, non-discrimination obligations still exist. It is, therefore, essential that federal contractors maintain a strong commitment to ensuring non-discrimination compliance and to safeguarding federal contracting workplaces from “illegal DEI.” Contractors’ obligations relating to protected veterans under VEVRAA and individuals with disabilities under Section 503 also remain in effect and are not modified.”

“Federal contractors that maintain and repurpose their existing federal contractor compliance programs and metrics will be best positioned to comply with the new certification requirements established by the new Executive Order and to mitigate the legal risks resulting from illegal DEI practices or other discriminatory employment practices prohibited by Title VII of the Civil Rights Act. Companies should continue to leverage their existing compliance protocols and workforce analytics to confirm that no “illegal DEI” programs or other discriminatory employment practices are in place. We will continue to consult with the Trump Administration on how these new requirements can be efficiently implemented under the new federal contractor program and will provide timely updates.”

“For highly compliant contractors, we believe existing protocols serve as a robust framework to ensure compliance with the Trump administration’s DEI-related policies and non-discrimination law.”

A PDF version of the statement, including the signatures of the vendors involved can be found here.

Stay updated as more details on incoming policies and non-discrimination laws become available: contact us today, or reach out to your dedicated consultant or account manager.

About the Author

Jeffery Lewis headshotJeffery D. Lewis is managing director for Affirmity. He oversees professional services and sales for Affirmity’s affirmative action consulting services and diversity planning programs. He leads teams of consultants who deliver services spanning affirmative action, EEO compliance, and diversity planning. He also oversees a team of experts who specialize in evaluating allegations of discriminatory employment practices.

With more than 35 years with the company, Mr. Lewis has assisted hundreds of clients across numerous industries. He regularly presents executive seminars on all aspects of affirmative action and diversity management.

Talk to an Expert or Request a Demo

Let Affirmity help your HR and compliance teams with expert consulting services, data analysis, training, and software to optimize your affirmative action and D&I programs.