Welcome to the Equal Employment Opportunity / Affirmative Action Program


The legal authority for the administration of the City's Nondiscrimination, Equal Employment Opportunity (EEO) and Affirmative Action Programs by the Office of Contract Compliance (OCC) is provided in Division 10, Chapter 1, Article 1, Sections 10.8 et. seq. and 10.13, and Division 22, Chapter 13, Article 10, Section 22.359.1 of the Los Angeles Administrative Code (LAAC).

The LAAC provides that the requirements of the program shall, as far as practicable, be similar to those adopted in applicable Federal Executive Orders. Such requirements are codified in the Code of Federal Regulations, Title 41, Chapter 60 and Executive Order 11246.

The City also complies with all requirements under Title VI of the Civic Rights Act.


The EEO and Affirmative Action requirements in City contracts are the embodiment of City Ordinances approved by the City Attorney, adopted by the Mayor and the City Council and are enacted in the best interest of the City. The essence of the provisions is to respond to the needs and serve the City's residential and business constituency. Specifically, the policies are intended to provide for a broad distribution of City revenue to its small and large businesses which improves the local economy and the quality of life, making Los Angeles a better place to live, work and do business. These provisions must, therefore, extend to City contractors providing services to or for the City.


The objective of the EEO/Affirmative Action Section is to ensure compliance with the City's Nondiscrimination, Equal Employment Opportunity and Affirmative Action Programs for contractors and vendors doing business with the City; to promulgate the required rules, regulations and forms necessary to ensure compliance with the LAAC; and to engage in research, education, assistance and enforcement directing contractors' and vendors' efforts toward applying good faith outreach in a nondiscriminatory manner to recruit and employ minority, women and all other potential staff.


Employment discrimination and worker protection statutes in federal and state law are frequently being modified. Staff is involved in on-going discourse in order to interpret and appropriately apply the revised regulations in evaluating plans and performance. In order to ensure the contractors' and

vendors' compliance with the EEO policy and Affirmative Action Plan (AAP) provisions, this Section routinely:

  • Meet with contractors and vendors regarding EEO/AAP compliance and reporting requirements.
  • Review bids and proposals for responsiveness to EEO/AAP requirements.
  • Evaluate and approve or disapprove contractors' AAP for compliance with code provisions.
  • Maintain a listing of annually approved AAPs for all City contractors and vendors.
  • Review contractors' monthly Workforce Utilization Reports and maintain relevant records.
  • Monitor contractors' operation to verify and enforce EEO/AAP compliance.
  • Audit contractors' employment records and practices.
  • Investigate complaints of violations and recommend corrective action.
  • Prepare reports and recommendations to the Board of Public Works and the City Council.

The Section works directly with other City departments in handling pre-proposal and pre-construction activities. Proposals/Bids are reviewed for EEO/AA compliance. Project monitoring involves coordination with Labor Compliance Section and assigned BCA Inspectors to verify accuracy of information received from contractors.