Office of the Chair
TO: All Employees
FROM: Jacqueline A. Berrien, Chair
CC: Matthew B. Murphy, Director, Office of Equal Opportunity (OEO)
SUBJECT: EEO Policy Statement
DATE: April 16, 2013
As you know, one year ago, the Commission adopted the Strategic Plan for FY 2012-2016, which states our vision of achieving justice and equality in the workplace. Perhaps more than any other workplace, the EEOC must strive to be a model and be especially committed to preventing, stopping and remedying all forms of discrimination that occur in our workplace.
As a result, in addition to holding managers accountable for keeping our workplace free from discrimination and ensuring that we provide equal employment opportunity for all in our workforce or those seeking to become members of our workforce, each year, I issue an EEO Policy Statement. This statement serves to remind all employees of their rights and responsibilities under the law and how to seek assistance if they believe they have been the subject of employment discrimination.
EEOC employees are protected by federal laws, Presidential Executive Orders, and other laws designed to protect federal employees from discrimination on the bases of race, religion, color, sex (including pregnancy and gender identity), sexual orientation, parental status, national origin, age, disability, family medical history or genetic information, political affiliation, military service, or any other non-merit based factor. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, and training and career development programs.
EEOC employees are also protected against retaliation. Consistent with federal laws, acts of retaliation against an employee who engages in a protected activity, whistle blowing, or the exercise of any appeal or grievance right provided by law will not be tolerated. In addition, consistent with the RESOLVE Program Non-Retaliation Statement, the EEOC will not tolerate retaliation against participants in RESOLVE.
EEOC managers and supervisors are also reminded again of their responsibility to prevent, document, and promptly correct harassing conduct in the workplace.
Any employee who feels that he or she has been subjected to one of these forms of discrimination or retaliation should contact the EEOC's Office of Equal Opportunity at (202) 663-7081, or as appropriate, the Office of Special Counsel at (202) 254-3600 or the Merit Systems Protection Board at (202) 653-7200. EEOC Employees can also take advantage of our RESOLVE Program at (202) 663-4545, which provides a forum for the informal resolution of internal workplace disputes. Moreover, EEOC employees are urged to report acts of harassment to the appropriate agency officials as outlined in the agency's Anti-harassment Order, which can be found on inSite.
To review previous EEO Statements, Anti-Harassment Statements, RESOLVE Statements, and other key memos issued to all Staff during my tenure, including my recently released Diversity and Inclusion Statement, please visit the Memoranda from the Chair page on inSite.
It is incumbent upon every employee of the agency to ensure that the EEOC stands as an exemplar of equity and inclusiveness for all other workplaces, inside and outside the federal government. As such, I ask each member of our workforce to take responsibility for implementing the Commission's EEO policy and cooperating fully in its enforcement.
I appreciate your continued dedication to fulfilling the mission of our agency and thank you for your service to the nation.