Executive orders for human rights
| DOI | 10.1177/1358229115627726 |
| Published date | 01 March 2016 |
| Date | 01 March 2016 |
| Subject Matter | Articles |
Article
Executive orders for
human rights: The case
of Obama’s LGBT
nondiscrimination order
Trevor G Gates and Margery C Saunders
Abstract
The present article analyzes Executive Order 13672, which extends workplace pro-
tections to lesbian, gay, bisexual, and transgender (LGBT) workers who are employed or
seeking jobs with federal contractors in the United States. The US Constitution gives
presidents power to act in the public interest by issuing directives to federal agencies,
and these policies have the potential for addressing discrimination, social justice, and
human rights issues. Implications for how executive orders may be further used to
advance human rights, particularly nondiscrimination efforts, and to advocate for LGBT
workers are explored.
Keywords
Executive order, human rights, employment issues, social justice, LGBT civil rights
On July 21, 2014, US President Barack Obama signed Executive Order 13672, extending
workplace protections to lesbian, gay, bisexual, and transgender (LGBT) workers
employed by or seeking jobs with federal contractors (Department of Labor, 2014; White
House, 2014a). This executive order adds sexual orientation and gender identity to a list
of already protected classes in the workplace, including race, color, religion, sex, and
national origin. Federal contractors employ nearly 28 million workers or 20%of the
workforce (HRC, 2014a).
The College at Brockport, State University of New York, Rochester, NY, USA
Corresponding author:
Trevor G Gates, The College at Brockport, State University of New York, Greater Rochester
Collaborative, 55 Saint Paul Street, Rochester, NY 14604, USA.
Email: tgates@brockport.edu
International Journalof
Discrimination and theLaw
2016, Vol. 16(1) 24–36
ªThe Author(s) 2016
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DOI: 10.1177/1358229115627726
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