EEOC
Orders where directed actors are tied to EEOC · 19 in Search.
Roles directed
- Chair of the Equal Employment Opportunity Commission8
- Chairman of the Equal Employment Opportunity Commission2
- Chair of EEOC2
- EEOC Chair2
- Chair of Equal Employment Opportunity Commission2
- General Counsel and Chair of the Equal Employment Opportunity Commission1
- Chair of the EEOC1
- Chairman, Equal Employment Opportunity Commission1
Orders
19 shown
Addressing DEI Discrimination by Federal Contractors
This Executive Order mandates that all federal contracts include a clause prohibiting contractors and subcontractors from engaging in racially discriminatory DEI activities, defined as disparate treatment based on race or ethnicity in employment, contracting, or resource allocation. It requires agencies to insert this clause within 30 days, empowers contract termination and debarment for noncompliance, invokes False Claims Act liability, and directs the Federal Acquisition Regulatory Council to amend regulations within 60 days.
Restoring Equality of Opportunity and Meritocracy
This executive order eliminates disparate-impact liability across federal civil rights enforcement, revoking presidential approvals of Title VI regulations dating to 1966 and 1973. It directs agencies to deprioritize enforcement of statutes and regulations incorporating disparate-impact theories, requires review of pending investigations and litigation, and mandates repeal or amendment of related regulations.
Addressing Risks From Perkins Coie LLP
Executive Order 14230 targets the law firm Perkins Coie LLP with multiple punitive measures: suspending security clearances, ceasing government provision of goods and services, requiring contractor disclosure of business with the firm, reviewing and terminating contracts, investigating the firm and other large law firms for racial discrimination, and restricting federal employees from hiring or engaging with Perkins Coie personnel. The order frames these actions as responses to the firm's alleged role in producing the 2016 Steele dossier, election-related litigation, and DEI hiring practices.
Eradicating Anti-Christian Bias
This executive order establishes a Department of Justice-led interagency task force to identify and eliminate what it characterizes as anti-Christian bias in federal agencies, reviewing policies and practices from the previous administration and recommending corrective actions across government. The task force must submit an initial report within 120 days, a summary report within one year, and a final report before its automatic termination after two years.
Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government
This executive order establishes a federal policy recognizing only two immutable sexes (male and female), explicitly rejecting gender identity as a basis for federal policy. It mandates that all federal agencies use sex-based definitions in all documents and communications, rescinds multiple Biden-era executive orders and guidance documents on transgender rights, prohibits federal funding for gender-affirming medical care for inmates, directs changes to government IDs to reflect biological sex, and requires agencies to remove all materials promoting gender ideology.
Increasing Access to High-Quality Care and Supporting Caregivers
This executive order directs federal agencies to use existing authorities to expand access to affordable, high-quality child care and long-term care, and to improve wages and working conditions for caregivers. It includes specific actions across HHS, Labor, Education, Veterans Affairs, and other agencies to boost compensation, increase training pathways, support family caregivers, and leverage federal infrastructure and workforce funding for care services. Most provisions are framed as considerations, guidance, or encouragement rather than mandates.
Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce
This executive order establishes a government-wide initiative to promote diversity, equity, inclusion, and accessibility (DEIA) in the federal workforce. It mandates strategic planning, data collection, paid internships, partnerships with minority-serving institutions, and specific equity measures for employees with disabilities, LGBTQ+ employees, and formerly incarcerated individuals.
Continuing To Expand Opportunity for All Young People
This memorandum amends a 2014 Obama-era initiative by renaming the 'My Brother's Keeper' program to the 'Task Force on Improving the Lives of Boys and Young Men of Color and Underserved Youth,' expanding its membership to include 23 specified agency heads and officials, adding reporting requirements including annual status reports and biennial reviews, and broadening the scope to explicitly include 'underserved youth' alongside boys and young men of color.
Implementing the National HIV/AIDS Strategy for the United States for 2015-2020
This executive order implements the updated 2015-2020 National HIV/AIDS Strategy, directing federal agencies to develop action plans, coordinate efforts, and report progress on reducing HIV infections, improving care access, and addressing disparities. It establishes a Federal Interagency Working Group and assigns specific responsibilities to lead agencies including HHS, Defense, Justice, and others.
Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce
This executive order establishes a coordinated, government-wide initiative to promote diversity and inclusion in the federal workforce. It directs OPM and OMB to develop a Government-wide Diversity and Inclusion Strategic Plan within 90 days, requires agencies to create their own agency-specific plans within 120 days of that plan's issuance, and mandates regular reporting on progress.
Increasing Federal Employment of Individuals With Disabilities
This executive order directs federal agencies to increase recruitment, hiring, and retention of individuals with disabilities, with specific numerical goals and mandatory training programs. It revives implementation of a 2000 Clinton-era hiring target of 100,000 additional workers with disabilities over 5 years, requires agency-specific plans with performance targets, and mandates improvements to return-to-work programs for injured federal employees.
Implementation of the National HIV/AIDS Strategy
This memorandum directs federal agencies to implement the newly released National HIV/AIDS Strategy and Federal Implementation Plan. It designates lead agencies (HHS, DOJ, DOL, HUD, VA, SSA), assigns coordination roles to the White House Office of National AIDS Policy and HHS Secretary, and requires specific action plans from lead agencies, DOD, State Department, and EEOC within 150 days.
Continuance of Certain Federal Advisory Committees and Amendments to and Revocation of Other Executive Orders
This executive order continues 16 federal advisory committees until September 30, 2009, revokes the tax reform advisory panel (EO 13369), supersedes parts of EO 13385, and substantially amends EO 12994 to expand and rename the President's Committee for People with Intellectual Disabilities with new membership requirements and advisory functions.
Requiring Federal Agencies To Establish Procedures To Facilitate the Provision of Reasonable Accommodation
This executive order requires all federal agencies to establish written procedures for processing reasonable accommodation requests from employees and applicants with disabilities, with specific requirements for timelines, medical information handling, and dispute resolution. The EEOC must issue implementation guidance within 90 days, and agencies must submit their procedures to the EEOC within one year.
To Prohibit Discrimination in Federal Employment Based on Genetic Information
This executive order prohibits federal agencies from discriminating against employees, job applicants, or former employees based on genetic information or use of genetic services. It bars agencies from requesting, collecting, or disclosing protected genetic information except in narrow circumstances, and requires such information be kept separate from general personnel files.
Increasing Employment of Adults With Disabilities
This executive order establishes a National Task Force on Employment of Adults with Disabilities, chaired by the Secretary of Labor, to develop coordinated federal policy recommendations for increasing employment rates of adults with disabilities. It mandates multiple agency reports and reviews due by November 15, 1998, with subsequent Task Force reports through 2002.
Continuing the President's Committee on Mental Retardation and Broadening Its Membership and Responsibilities
This executive order continues the President's Committee on Mental Retardation with expanded membership and responsibilities. It adds federal agency heads to the committee, sets national goals for reducing mental retardation and promoting community participation, and requires annual reports to the President through the Secretary of Health and Human Services.
Deterring Illegal Immigration
This 1995 presidential memorandum directs a comprehensive strategy to deter illegal immigration through border control expansion, worksite enforcement, visa overstay tracking, expedited deportation procedures, and international cooperation. It sets specific deadlines for interagency reports and plans while requesting congressional action on wiretap authority, asset seizure, and expedited exclusion procedures.
The President's Committee on Employment of People With Disabilities
This executive order establishes the President's Committee on Employment of People with Disabilities, replacing a 1969 predecessor committee. It creates a three-tier advisory structure (Committee, Executive Committee, and Advisory Council) to advise the President on maximizing employment opportunities for people with physical disabilities, mental retardation, and mental illness.