Puerto Rico HR execs adjust compliance strategies after EO 14173 shift
As a human resources (HR) professional, the implementation of Executive Order (EO) 14173 this past January brought a seismic shift. This directive eliminated the requirement for affirmative action plans for minorities and women under the now-revoked EO 11246. For federal contractors, the changes compel a reimagination of strategies for compliance and equity.
Compliance with federal regulations remains vital. Section 503 of the Rehabilitation Act, the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), and Title VII of the Civil Rights Act continue to apply. For those of us operating in Puerto Rico, the complexity deepens with local antidiscrimination laws such as Act 100 of 1959 and Act 69 of 1985.
Data collection: The cornerstone of compliance
One of my first tasks was updating data collection practices. With EO 14173’s changes, I revisited post-offer data collection for EEO-1 reporting. While removing outdated references to EO 11246, we still accounted for disability and veteran status per Section 503 and VEVRAA. Adhering to Puerto Rico’s privacy laws made this even more meticulous.
This process reaffirmed the importance of accurate data. Even without federal affirmative action quotas, data remains essential for fostering workforce equity. It ensures that our organization continues to evolve with fairness at its core.
Workforce analytics: A critical lens
EO 14173 no longer mandates analytics by race and sex, yet they remain best practices in Puerto Rico. Local antidiscrimination laws necessitate careful reviews of hiring, promotions and pay equity.
I’ve observed how analytics uncover disparities that might otherwise go unnoticed. Balancing federal frameworks like Title VII with local laws such as Puerto Rico’s equal pay legislation ensures compliance while promoting fairness.
Outreach and recruitment: Casting a wider net
The removal of federal outreach quotas under EO 11246 posed challenges, but Puerto Rican laws like Act 44 of 1985, which prohibits discrimination based on disability, provided guidance.
We reassessed our recruitment strategies, emphasizing outreach for individuals with disabilities and protected veterans. Tools like applicant tracking systems helped document decisions and prepare for audits. This shift highlighted that compliance goes hand in hand with fostering a workforce reflective of our values.
Training and communication: Bridging federal and local requirements
Updating training programs and internal communications was one of the most visible impacts of EO 14173. Stripping references to EO 11246 from DEI initiatives marked a transition while amplifying Puerto Rico’s unique workplace protections.
Our anti-harassment training under Section 503 and VEVRAA now integrates content from local laws like Act 69, which emphasizes gender equality. Educating HR personnel and managers on these updates reinforced our commitment to inclusivity.
Adapting policies: A legal tightrope
Navigating Puerto Rico’s local legal landscape required careful balancing. Revising documents like job advertisements and aligning internal policies with laws such as Act 100 were critical steps in harmonizing federal and local obligations.
One significant adjustment involved tailoring affirmative action plans for Puerto Rico to meet local requirements. This approach allowed us to maintain our equity goals without overstepping boundaries.
The future of compliance in Puerto Rico
Looking ahead, I see EO 14173 as both a challenge and an opportunity. While it removes affirmative action requirements for minorities and women, it emphasizes nondiscrimination and inclusivity. In Puerto Rico, where local laws often demand more, strategic planning and expertise are crucial.
Every challenge reminds me of why I chose this field. Compliance is more than following rules — it’s about creating workplaces where fairness thrives. By addressing these changes proactively, we not only meet obligations but also build organizations that embody the values of equity and respect.
As I reflect on this journey, I’m reminded that success lies in resilience, innovation and commitment to a shared vision for a more inclusive future.
Author Vanessa Boneta is managing director of Newland HR Services.
