Affirmative Action

For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company’s written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.

DOL Web Pages on This Topic

Office of Federal Contract Compliance Programs (OFCCP) – Monitors contractor and subcontractor compliance with the nondiscrimination and affirmative action provisions of VEVRAA.

Affirmative Action and People with Disabilities – Explains why people with disabilities should be included in affirmative action programs and what contractors’ affirmative action obligations are pertaining to outreach and recruitment of people with disabilities.

Executive Order 11246 Fact Sheet–  EEO and Affirmative Action Guidelines for Federal Contractors Regarding Race, Color, Gender, Religion, and National Origin

Laws & Regulations on This Topic


E.O. 11246 – Executive Order 11246

29 USC §793 – Rehabilitation Act of 1973

38 USC §4212 – Vietnam Era Veterans’ Readjustment Assistance Act of 1974


41 CFR Part 60-1 – Obligations of Contractors and Subcontractors

41 CFR Part 60-2 – Affirmative Action Programs

41 CFR Part 60-741 – Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities