It’s not just media moguls that can get in trouble for sexual harassment or related issues.  Government contractors have a host of anti-discrimination provisions that they must follow as well.  Putting aside all of the entertainment industry news on this topic, consider this:  Both the House and Senate have recently passed anti-discrimination laws that they must follow.  It’s not a long road, at all, before they begin looking at how your company measures up in these areas.  Executive Order 11246 – dating all the way back to the mid-1960’s – prohibits federal contractors from discriminating in employment decisions on the basis of race, color, religion, sex, or national origin.” It also requires contractors to “take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, color, religion, sex or national origin.”  This is the most common provision that is likely incorporated, if only by reference, in your government contract.  Disability access rules, commonly referred to as “Section 503” requires affirmative action programs and provision of adaptable IT equipment.  The Vietnam Era Veteran’s Readjustment Act and the Americans with Disabilities Act also require government contractors to provide various accommodations to covered groups.  Individual contracts may well contain other provisions.  The bottom line is that contractors must take their anti-discrimination requirements seriously, especially at a time when Congress and federal agencies are scrutinizing themselves.  See the link to the Department of Labor site for more information.