Original Air Date: April 22, 2026 (2:00 PM - 3:00 PM EDT)

IMPORTANT NOTE: Since the recording of this webinar, the Federal Acquisition Regulatory Council has released a new clause that renders portions of this webinar outdated. However, much of the content of this webinar is still relevant. To learn more about these changes, read our blog. 

Federal contractors and subcontractors have faced a year of changing expectations, making compliance with affirmative action and equal employment opportunity laws challenging and unpredictable. From the recission of Executive Order (EO) 11246 through EO 14173 to the proposed defunding of the Office of Federal Contract Compliance Programs (OFCCP), many long-standing norms, practices, and requirements have been rethought, reframed, or removed. With OFCCP funded for a full year and President Trump’s new executive order on diversity, equity, and inclusion efforts made by federal contractors, coupled with new enforcement approaches such as the Department of Justice’s Civil Rights Fraud Division and the False Claims Act, federal contractors need to stay up to date with requirements and expectations more than ever.

Join DCI as we discuss the latest updates your organization needs to know to comply with federal affirmative action, non-discrimination, and equal employment opportunity requirements.

In this webinar, presenters will:

• Recap the history of Title VII of the Civil Rights Act and EO 11246, and how they shaped compliance with federal government requirements for six decades.
• Discuss the recent and upcoming changes in requirements and federal government enforcement stemming from Executive Orders 14173 and 14398, as well as guidance from EEOC and DOJ.
• Review the current status of OFCCP, including appropriations, staffing, rulemaking in progress, FY 2026 activity, and insights from the President’s proposed FY 2027 budget.
• Discuss OMB’s extension of the timeline for implementing its Statistical Policy Directive No. 15: Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity, and the implications for data collections such as the EEO-1 and IPEDS.
• Review recent activity from the EEOC and DOJ and insights from the President’s proposed FY 2027 budget regarding ongoing enforcement initiatives.
• Discuss recommendations and best practices for employers in light of these recent and upcoming changes and the current federal government enforcement landscape.