Affirmative Action requires additional efforts by an employer, who is a federal contractor to recruit, employ and promote qualified members of protected groups previously excluded, even if the exclusion cannot be traced to particular discriminatory actions on the part of the employer.
AFFIRMATIVE ACTION FEDERAL EXECUTIVE ORDER 11246
The Civil Rights Act of 1964, 42 U.S.C. 2000(e) prohibits discrimination in employment on the basis of race, color, religion, sex, or national origin. The Act was amended in 1972 to apply to employment by state agencies, education institutions, and faculty employment. To carry out this national policy, the President of the United States, directed by Executive Order 11246, and amended by Executive Order 11375, that all federal agencies should place an "affirmative action clause" in every contract in excess of $50,000. Anyone entering a contract with the United States, even if not otherwise obligated by law, must agree to comply with the substance of the Civil Rights Act of 1964.
As a federal contractor receiving more than $50,000 in federal contracts annually and employing greater than 50 employees, the University is mandated by federal Executive Order 11246, as amended, to have a written affirmative action plan for women, minorities, individuals with a disability, and protected veterans. The University, in good faith, affirms the components of this affirmative action plan are as required in Executive Order 11246 and as detailed in the implementing regulations, 41 C.F.R. Chapter 60 by the Department of Labor Office of Federal Contract Compliance Programs.