August 28, 2025, marks the 62nd anniversary of the historic March on Washington for Jobs and Freedom, where over 250,000 people gathered to demand civil rights, economic justice, and an end to racial discrimination. The event became immortalized through Dr. Martin Luther King Jr.’s “I Have a Dream” speech, a call for a nation where individuals are judged not by the color of their skin, but by the content of their character.
The March on Washington was a pivotal moment that inspired landmark civil rights legislation, including the Civil Rights Act of 1964 and the creation of enforcement mechanisms to ensure workplace equality. For decades, Executive Order 11246, issued in 1965, stood as a cornerstone of federal contractor obligations, requiring proactive affirmative action and prohibiting workplace discrimination on the basis of race, color, religion, sex, or national origin.
A New Compliance Era: Executive Order 14173
In early 2025, the federal compliance landscape changed significantly with the issuance of Executive Order 14173, which revoked EO 11246 and established a new framework for federal contractor obligations, prompting considerable uncertainty across the federal contracting community.
EO 14173 reflects a broader trend in civil rights enforcement, moving from group-based affirmative action requirements toward a universal, data-driven approach to nondiscrimination. Instead of mandating race- or gender-based goals, EO 14173 directs contractors to certify and demonstrate that their policies, practices, and employment decisions are free from unlawful discrimination against any protected group.
From Proactive Affirmative Action to Proactive Compliance
While the methods have changed, the underlying purpose remains aligned with the vision of the March on Washington:
- Equality of opportunity in employment
- Fair treatment for all, regardless of race, ethnicity, gender, or other protected characteristics
- Removal of barriers that prevent individuals from reaching their full potential in the workplace
EO 14173 requires federal contractors to:
- Conduct data-driven self-analyses to detect potential indicators of discrimination in hiring, pay, and promotions.
- Certify compliance with nondiscrimination requirements under penalty of the False Claims Act.
- Maintain accurate documentation to demonstrate that employment decisions are based on legitimate, job-related factors.
The Common Thread: Commitment to Equal Opportunity
The March on Washington called for not only the end of overt discrimination but also for economic equality, a vision that remains unfinished. EO 14173 represents a modern compliance approach to that same goal: ensuring that all workers, regardless of background, have an equal chance to succeed.
Employers today carry the responsibility to:
- Build inclusive workplaces without resorting to unlawful preferences or quotas.
- Implement fair hiring and pay practices that withstand legal and data scrutiny.
- Foster cultures of respect that honor the principles Dr. King championed.
Looking Forward
On this anniversary, it’s important to remember that the tools and policies may change, but the mission remains the same. EO 14173 challenges organizations to honor the civil rights legacy not by compliance in name only, but through genuine, measurable fairness in every aspect of employment.
The dream Dr. King articulated in 1963 was not just about laws, it was about people, dignity, and opportunity. EO 14173 gives today’s federal contractors a renewed framework to help make that dream a reality in the modern workplace.
Our compliance experts are here to help you adjust, prepare, and protect your organization under EO 14173. If you’re ready to strengthen your compliance and equity efforts, contact us today to learn how we can support your EEO and non-discrimination goals.