Webinar: Key Takeaways on DEI, Affirmative Action & Non-Discrimination

“The only certainty right now in the federal government is uncertainty." –Jeremy Mancheski

If you are feeling this way, you aren’t alone. Jeremy Mancheski delivered a no-holds barred informational webinar on the recent regulatory changes affecting the world of HR Compliance. With so much uncertainty happening, you may be wondering what you should be doing today to ensure compliance and prepare for any changes that may happen over the next few months. 

What’s Happening with HR Compliance 

In this webinar, recorded Tuesday, February 25, 2025, Jeremy breaks down the meaning of three potential “trigger” words – DEI, affirmative action, and non-discrimination in employment.  

He talks about what they mean specifically under the new administration, along with things happening today that are challenging the new Executive Orders like: 

• The Maryland District Court’s February 21, 2025 injunction that pauses some of Trump’s DEI Executive Orders. 

• America First Legal (nonprofit conservative public interest organization founded in 2021) requesting the DOL and OFCCP investigate their list of federal contractors they believe are engaging in “illegal” DEI.  

What Can Your Organization Do Today? 

While we wait for more guidance and direction from the federal government on what “illegal DEI” means, the future of the OFCCP, and what a non-discrimination in employment certification will look like, your organization can: 

• Use the 90-day safe harbor period to your advantage – ends April 21, 2025. 
• Continue to collect data from employees and job applicants. 
• Begin transitioning your affirmative action plans to a non-discrimination framework 
• Analyze your DEI efforts and conduct a full-scale audit to ensure they are compliant. 
• Compliance with Title VII, Section 503, and VEVRAA is still required – don’t make any changes to what you were doing here. 
• Only hire the most qualified candidate – just as you always have. 
• Continue to ensure pay equity within your organization – conduct a pay equity audit today. 
• Make sure your federal and state labor law posters are updated and reflect all the current changes to federal and state laws.  
• I-9 compliance is growing increasingly important under the new administration – audit your I-9s and your processes today. 

OutSolve can help you navigate during this time of transition. We help our clients mitigate risk and remain compliant by offering practical advice and guidance on federal regulations. 

We are here to help you unwind EO 11246 from your compliance strategy, analyze your DEI programs, and help you analyze your workforce to ensure non-discrimination in employment.

Now is the time for action

Let OutSolve guide you through this transition. Book with one of our experienced consultants today.