[Federal Register Volume 85, Number 205 (Thursday, October 22, 2020)]
[Notices]
[Pages 67375-67378]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2020-23339]


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DEPARTMENT OF LABOR

Office of Federal Contract Compliance Programs

RIN 1250-ZA01


Request for Information; Race and Sex Stereotyping and 
Scapegoating

AGENCY: Office of Federal Contract Compliance Programs

ACTION: Request for information

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SUMMARY: The Office of Federal Contract Compliance Programs (OFCCP) at 
the Department of Labor seeks comments, information, and materials from 
the public relating to workplace trainings that involve race or sex 
stereotyping or

[[Page 67376]]

scapegoating. OFCCP protects workers by ensuring that those doing 
business with the Federal government (known as Federal contractors and 
subcontractors) do not treat workers differently on the basis of race, 
sex, or other protected characteristics. Information provided in 
response to this request will assist OFCCP in that mission. This 
request for information also provides hotline contact information (202-
343-2008 and [email protected]) that can be used to 
confidentially report to the Federal government the unlawful use of 
racist or sexist training materials.

DATES: Submit comments, information, and materials on or before 
December 1, 2020.

ADDRESSES: You may submit comments, information, and materials by any 
of the following methods:
    Electronic comments: The Federal eRulemaking portal at 
www.regulations.gov. Follow the instructions found on that website.
    Mail, Hand Delivery, Courier: Addressed to Tina Williams, Director, 
Division of Policy and Program Development, Office of Federal Contract 
Compliance Programs, 200 Constitution Avenue NW, Room C-3325, 
Washington, DC 20210.
    Instructions: Please submit one copy of your submission by only one 
method. For faster submission, we encourage commenters to submit 
electronically via www.regulations.gov.

FOR FURTHER INFORMATION CONTACT: Tina Williams, Director, Division of 
Policy and Program Development, Office of Federal Contract Compliance 
Programs, Room C-3325, 200 Constitution Avenue NW, Washington, DC 
20210. Telephone: (202) 693-0103 (voice) or (202) 693-1337 (TTY) (these 
are not toll-free numbers). Copies of this notice may be obtained in 
alternative formats (large print, braille, audio recording) upon 
request by calling the numbers listed above.

SUPPLEMENTARY INFORMATION:

I. Background

    Millions of Americans are employed by Federal contractors and 
subcontractors.\1\ These employers have certain obligations to their 
employees under a presidential directive known as Executive Order 
11246. That order requires Federal contractors not to discriminate in 
employment and to take affirmative action to ensure equal opportunity 
without regard to race, sex, and other protected characteristics. OFCCP 
ensures Federal contractors uphold their nondiscrimination and 
affirmative action obligations to their employees.
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    \1\ For purposes of this request for information, ``contractor'' 
and ``subcontractor'' are used interchangeably.
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    Relatedly, on September 22, 2020, President Donald J. Trump signed 
Executive Order 13950, titled Combating Race and Sex Stereotyping.\2\ 
Executive Order 13950 established that it is ``the policy of the United 
States not to promote race or sex stereotyping or scapegoating in the 
Federal workforce or in the Uniformed Services,'' and further stated 
that ``Federal contractors will not be permitted to inculcate such 
views in their employees'' through workplace training.\3\ The order 
notes that materials teaching that men and members of certain races are 
inherently sexist and racist have recently appeared in workplace 
diversity trainings across the country. Through this request for 
information, the Department invites the public to provide information 
or materials concerning any workplace trainings of Federal contractors 
that involve such stereotyping or scapegoating. Please note that 
training is not prohibited if it is designed to inform workers, or 
foster discussion, about pre-conceptions, opinions, or stereotypes that 
people--regardless of their race or sex--may have regarding people who 
are different, which could influence a worker's conduct or speech and 
be perceived by others as offensive.
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    \2\ 85 FR 60683.
    \3\ Id. at 60685. Trainings that teach race or sex stereotyping 
or race or sex scapegoating may also violate Executive Order 11246, 
which forbids Federal contractors and subcontractors from 
discriminating on the basis of race or sex in employment.
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    As used in this request for information, ``race or sex 
stereotyping'' means ``ascribing character traits, values, moral and 
ethical codes, privileges, status, or beliefs to a race or sex, or to 
an individual because of his or her race or sex.'' \4\ ``Race or sex 
scapegoating'' means ``assigning fault, blame, or bias to a race or 
sex, or to members of a race or sex because of their race or sex,'' and 
includes claims ``that, consciously or unconsciously, and by virtue of 
his or her race or sex, members of any race are inherently racist or 
are inherently inclined to oppress others, or that members of a sex are 
inherently sexist or inclined to oppress others.'' \5\
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    \4\ Id. at 60685.
    \5\ Id. at 60685.
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    Executive Order 13950 clarifies that workplace trainings that 
promote the following concepts qualify as unlawful race or sex 
stereotyping or scapegoating:
    (a) One race or sex is inherently superior to another race or sex;
    (b) An individual, by virtue of his or her race or sex, is 
inherently racist, sexist, or oppressive, whether consciously or 
unconsciously;
    (c) An individual should be discriminated against or receive 
adverse treatment solely or partly because of his or her race or sex;
    (d) Members of one race or sex cannot and should not attempt to 
treat others without respect to race or sex;
    (e) An individual's moral character is necessarily determined by 
his or her race or sex;
    (f) An individual, by virtue of his or her race or sex, bears 
responsibility for actions committed in the past by other members of 
the same race or sex;
    (g) Any individual should feel discomfort, guilt, anguish, or any 
other form of psychological distress on account of his or her race or 
sex; or
    (h) Meritocracy or traits such as a hard work ethic are racist or 
sexist, or were created by a particular race to oppress another race.
    Examples of impermissible scapegoating or stereotyping include 
training materials stating ``that concepts like `[o]bjective, rational 
linear thinking, `[h]ard work' being `the key to success,' the `nuclear 
family,' and belief in a single god are not values that unite Americans 
of all races but are instead `aspects and assumptions of whiteness.' '' 
\6\
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    \6\ Id. at 60684.
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    To gain a better understanding regarding potentially unlawful 
training materials that are being used by Federal contractors and 
subcontractors, President Trump instructed the Director of OFCCP to 
request information from these contractors and subcontractors and their 
employees regarding the trainings that have been provided.\7\ The 
President further directed that the ``request for information should 
request copies of any training, workshop, or similar programing having 
to do with diversity and inclusion as well as information about the 
duration, frequency, and expense of such activities.'' \8\ This request 
for information is being published in response to the President's 
directives. A purpose of this request for information is to obtain 
information to formulate OFCCP programming and compliance assistance 
related to Executive Order 13950.
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    \7\ Id. at 60686.
    \8\ Id.
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II. Types of Comments, Information, and Materials Requested

    OFCCP requests comments, information, and materials from Federal

[[Page 67377]]

contractors, Federal subcontractors, and employees of Federal 
contractors and subcontractors concerning workplace trainings involving 
prohibited race or sex stereotyping or scapegoating.\9\
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    \9\ Other stakeholders are invited to submit comments as well.
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    You may provide various other types of materials, such as 
PowerPoints, photographs, videos, handwritten notes, or printed 
handouts. OFCCP welcomes all forms of media and data that have in 
recent years been used, or that may soon be used, in both voluntary and 
mandatory trainings, workshops, or similar programming.
    You do not need to provide a response for every category number. In 
submitting a response, you are encouraged (but not required) to note 
the specific sections of materials (such as page numbers or section 
headings) that you believe fit within a category number listed below.
    You should provide responses reasonably related to this request for 
information. Materials may be submitted anonymously. However, any 
materials submitted in response to this request for information may be 
subject to public disclosure, including any personal information 
provided. You should not provide information or materials prohibited by 
law from disclosure under a valid confidentiality agreement, 
information or materials that are trade secrets, information or 
materials that are copyrighted, or information or materials that 
contain individual medical information or personally identifiable 
information.
    OFCCP seeks information and materials concerning any or all of the 
following categories, if applicable:
    1. Workplace trainings that promote, or could be reasonably 
interpreted to promote, race or sex stereotyping.
    2. Workplace trainings that promote, or could be reasonably 
interpreted to promote, race or sex scapegoating.
    3. The duration of any workplace training identified in categories 
1 or 2.
    4. The frequency of any workplace training identified in categories 
1 or 2.
    5. The expense or costs associated with any workplace training 
identified in categories 1 or 2.
    OFCCP additionally requests input on any or all of the following 
questions, if applicable:
    6. Have there been complaints concerning this workplace training? 
Have you or other employees been disciplined for complaining or 
otherwise questioning this workplace training?
    7. Who develops your company's diversity training? Is it developed 
by individuals from your company, or an outside company?
    8. Is diversity training mandatory at your company? If only certain 
trainings are mandatory, which ones are mandatory and which ones are 
optional?
    9. Approximately what portion of your company's annual mandatory 
training relates to diversity?
    10. Approximately what portion of your company's annual optional 
training relates to diversity?

III. How to Confidentially Report Information Through OFCCP's New 
Hotline

    OFCCP has created an email and telephone hotline to report 
potentially non-compliant workplace training materials. Executive Order 
13950 directed the Department of Labor, through OFCCP, ``to establish a 
hotline and investigate complaints received under both [Executive Order 
13950] as well as Executive Order 11246 alleging that a Federal 
contractor is utilizing . . . training programs in violation of the 
contractor's obligations under those orders.'' \10\ Executive Order 
13950 further directed the Department of Labor to ``take appropriate 
enforcement action and provide remedial relief, as appropriate.'' \11\
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    \10\ Id. at 60686.
    \11\ Id.
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    Employees and other concerned members of the public are encouraged 
to report potentially unlawful training materials by calling (202) 343-
2008 or emailing [email protected]. To the fullest extent 
permissible by law, OFCCP will protect the confidentiality of those who 
submit information through the hotline.
    Unlike hotline communications, responses to this request for 
information may become a matter of public record and may be subject to 
public disclosure as described above. Employees and other concerned 
members of the public who wish to confidentially report potentially 
non-compliant information or materials should do so through the hotline 
information provided above.

IV. Voluntary Compliance for Employers

    Federal contractors and subcontractors questioning whether their 
workplace trainings, workshops, or similar programs are compliant with 
Executive Order 13950 or Executive Order 11246 are encouraged to 
voluntarily submit information and materials in response to this 
request for information. OFCCP will provide compliance assistance as 
requested to Federal contractors and subcontractors that voluntarily 
submit such information or materials.
    OFCCP will, consistent with law, exercise its enforcement 
discretion and not take enforcement action against Federal contractors 
and subcontractors that voluntarily submit information or materials in 
response to this request for information, as it relates to submitted 
information or materials and potential non-compliance with Executive 
Orders 13950 or 11246, provided that such contractor or subcontractor 
promptly comes into compliance with the Executive Orders as directed by 
OFCCP. If a Federal contractor or subcontractor who voluntarily submits 
information or materials in response to this request for information is 
determined by OFCCP to have non-compliant materials, and the contractor 
or subcontractor refuses to correct the issue after compliance 
assistance is provided, OFCCP may take enforcement action against the 
contractor or subcontractor if OFCCP later receives the contractor or 
subcontractor's materials through a separate source, such as a 
neutrally scheduled audit, in connection with a complaint, or if 
submitted by an employee in response to this RFI. OFCCP will keep 
information and materials submitted under this process confidential 
under Exemption 4 of the Freedom of Information Act to the maximum 
extent permitted by law, unless disclosure is necessary and appropriate 
in Federal Government-initiated proceedings.
    A Federal contractor or subcontractor may opt for the above-
described enforcement discretion only if the relevant information or 
materials are submitted to OFCCP by one of the contractor's or 
subcontractor's executives, owners, or legal representatives with 
actual authority to legally bind the contractor or subcontractor in 
agreements with the United States Government. Should a qualifying 
executive, owner, or legal representative of the contractor or 
subcontractor submit information or materials on behalf of the 
contractor or subcontractor as requested in this request for 
information, the fact that a worker employed by the contractor or 
subcontractor may have also submitted the same (or substantially the 
same) information or materials to OFCCP, or submitted a complaint based 
on such information or materials, will not disqualify the contractor or 
subcontractor from choosing the types of compliance assistance and 
enforcement discretion described herein. But as noted above, OFCCP 
reserves the right to take enforcement

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action as to information or materials submitted by employees in 
response to this RFI if the contractor or subcontractor refuses to 
correct non-compliant materials after receiving compliance assistance.
    Regarding all other Federal contractors and subcontractors, there 
are no adverse legal consequences for choosing not to participate in 
this request for information. This request for information is strictly 
voluntary; it simply offers Federal contractors and subcontractors an 
opportunity in the exercise of OFCCP's enforcement discretion to come 
into compliance with their legal obligations to the extent they have 
concerns.

V. Conclusion

    Pursuant to Executive Order 13950, OFCCP invites Federal 
contractors, Federal subcontractors, and employees of Federal 
contractors and subcontractors to submit comments, information, and 
materials as described above. This request for information will enable 
OFCCP to better combat race and sex stereotyping and scapegoating 
within the contractor community.

Craig E. Leen,
Director, OFCCP.

[FR Doc. 2020-23339 Filed 10-21-20; 8:45 am]
BILLING CODE 4510-45-P