While affirmative action plan (AAP) requirements are no longer mandatory, contractors must still comply with anti-discrimination laws like Title VII of the Civil Rights Act and others.

👉 What does this mean for your organization?

1) Reevaluate and adjust your strategies and policies.

If you have an AAP and are a federal contractor....
✔️ Eliminate Affirmative Action Plans (AAPs) for women and minorities. See state specific webpages that may differ. VEVRAA compliance is still required for protected veterans unless it is separately repealed.
✔️ Ended AAP requirements to recruit, hire, train, and promote women and minorities proactively.
✔️ Remove "DEI" & "DEIA" Language from company messaging, policies, and plans.
✔️ Stop all “workforce balancing” initiatives based on protected characteristics (except veterans or disability).
✔️ Certify that your company does not use an unlawful DEI program.

2) Ensure continued compliance with federal anti-discrimination laws.

3) Maintain an inclusive workplace culture that promotes merit based hiring and retention.

By prioritizing inclusivity, organizations can reap numerous benefits, from enhanced employee morale and productivity to the ability to attract and retain top talent. These efforts demonstrate a commitment to creating a workplace where every individual can thrive—an essential goal in today’s evolving world of work.

At Envision HR, we specialize in helping businesses navigate regulatory changes and strengthen their HR strategies. Contact us today to discuss how we can support your HR needs during this transition.