No. HB 1189
Filed under Healthcare.
Diversity, Equity, and Inclusion and Affirmative Action; Removes requirement that Governor consider certain appointees; removes provisions relating to minority participation for lottery retailers; provides for equal employment opportunity; prohibits hiring manager from engaging in certain employment practices; authorizes certain persons to file complaints with Attorney General; revises personnel rules of DMS.
Plain English Summary
AI-GENERATEDEliminates Florida's decades-old system of race- and gender-based procurement goals, price preferences, and set-asides for certified minority business enterprises, replacing the Office of Supplier Diversity with an Office of Supplier Development focused on small and veteran-owned businesses generally.
Ends state agencies' affirmative action plans and workforce-utilization goals for women and minorities, replacing them with an equal-employment-opportunity policy that newly bars agencies from using racial or gender set-asides, preferences, or quotas in hiring, retention, or promotion decisions.
Strips race, ethnicity, and gender diversity requirements from the makeup of dozens of state boards, councils, and advisory committees, and from criteria used to award tourism, redevelopment, scholarship, and workforce-development grants.
Also touches a few health and social-service programs, stripping race-based criteria from a Medicaid physician-network definition, a prenatal-care coalition's membership rule, and an Alzheimer's-clinic funding factor, but these are incidental to a bill mainly about contracting and employment.
AIThe bill deletes statutory spending targets that directed agencies to steer a percentage of construction, engineering, commodity, and service contracts to certified minority business enterprises broken out by race, ethnicity, and gender, along with the price preferences and set-asides used to meet them.
AIThe rewritten equal-employment-opportunity policy affirmatively prohibits executive agencies from considering race or gender through set-asides, preferences, or quotas when deciding whom to hire, retain, or promote, a new restriction with no exception written into the text.
AIExecutive agencies, state attorneys, and public defenders are no longer required to develop affirmative action plans, set annual workforce-utilization goals for women and minorities, or appoint an affirmative action-equal employment opportunity officer; those requirements are struck from law entirely.
AIAnyone claiming to be aggrieved by an unlawful state employment practice may now file a complaint with the Attorney General in addition to the Florida Commission on Human Relations, adding a new enforcement avenue alongside the existing one.
AIThe Clay Ford accounting scholarship program drops racial, ethnic, or gender minority status as an eligibility factor, and its governing council, renamed from a 'Minority' to an 'Opportunity' assistance council, no longer must be diverse and representative of specific racial or ethnic categories.
AICommunity-based prenatal and infant health care coalitions no longer must represent the racial, ethnic, and gender composition of the community they serve when appointing members, though they must still include the specified consumer and provider seats.
AIThe bill repeals the statutory definition of a 'minority physician network' as a Medicaid managed-care option and removes it from the list of managed care plans authorized to contract with the Medicaid program, ending that specific network category.