The clause targets disparate treatment in hiring, mentoring, training, and leadership programs
Federal contractors with DEI programs tied to race now risk losing their government contracts – and possibly much more.
On April 17, 2026, the Federal Acquisition Regulatory Council issued a memorandum directing agencies that issue contracts under the Federal Acquisition Regulation to carry out Executive Order 14398, which was signed on March 26, 2026. The order establishes that agencies should not do business with contractors that engage in what it calls racially discriminatory diversity, equity, and inclusion activities. The guidance lays out how agencies must enforce that policy – and the deadlines are aggressive.
The new rules center on a contract clause numbered FAR 52.222-90, which agencies were told to start inserting into all new solicitations and resulting contracts beginning April 24, 2026. It applies to contracts valued above the micro-purchase threshold where the place of delivery or performance is in the United States. Any solicitations already open must be amended to include it.
What makes this particularly pressing for HR professionals is how the memorandum defines the prohibited conduct. Racially discriminatory DEI activities, under the guidance, means disparate treatment based on race or ethnicity in recruitment, employment – such as hiring and promotions – contracting, program participation, or how an entity allocates or deploys its resources. Program participation is defined to cover training, mentoring, leadership development programs, educational opportunities, clubs, associations, and similar opportunities sponsored or established by the contractor or subcontractor. In other words, the kinds of programs that many HR departments have spent years building now fall squarely within the scope of this clause.
Existing contracts are not grandfathered in. Contracting officers have been instructed to make every effort to bilaterally modify all current contracts – both definitive and indefinite-delivery – by July 24, 2026. If a contractor refuses the modification, the guidance tells contracting officers to consider whether, absent the modification, the contract no longer meets the agency's needs and should be terminated for convenience. The only exception is contracts with a final expiration no later than December 31, 2026, where modification is left to the contracting officer's discretion.
The clause also flows down to subcontracts at every tier, so even companies that are not prime contractors but perform work under a federal contract in the United States are covered.
The consequences of noncompliance go well beyond losing a single contract. Contractors found in violation may have their contracts canceled, terminated, or suspended in whole or in part, and may be declared ineligible for further government contracts. The memorandum formally adds noncompliance with the clause as a cause for both debarment and suspension. And there is one more layer that elevates the risk considerably: the clause states that compliance is material to the government's payment decisions for purposes of 31 U.S.C. 3729(b)(4), the statute commonly associated with the False Claims Act. That means a contractor submitting payment requests while out of compliance could face legal exposure that extends well beyond the procurement context.
Contractors are also expected to open their books. The clause requires them to furnish all information and reports, including providing access to books, records, and accounts, as required by the contracting officer for compliance purposes. They must report any subcontractor's known or reasonably knowable conduct that may violate the clause, and inform the contracting officer if a subcontractor sues the contractor and the suit puts at issue, in any way, the validity of the clause.
Each agency must report on its implementation by July 24, 2026, and conduct annual compliance reviews going forward. The FAR Council has also signaled that it intends to conduct formal rulemaking through the notice-and-comment process, which suggests these requirements could become a permanent part of the Federal Acquisition Regulation.
For HR teams at companies that hold or pursue federal contracts, the message is clear and the clock is already running. The programs most likely to draw scrutiny – training initiatives, mentoring programs, leadership pipelines, resource allocation tied to diversity goals – are the very programs that many organizations consider central to their talent strategies. Whether those programs survive in their current form will depend on how closely they can withstand the test this clause sets out, and how quickly HR leaders move to evaluate them.
