Federal EEO Programs of DeCA
It is DeCA’s policy to provide equal employment opportunity (EEO) for all employees and applicants for employment regardless of race, color national origin, sex (including sexual harassment, sex stereotyping, sexual orientation, gender identity , and pregnancy), religion, age (40 or older), disability (mental or physical), genetic information (including family medical history). Pursuant to this policy, DeCA prohibits discrimination on these bases in the workplace and within the Agency’s employment practices. DeCA strives to provide and maintain a work environment that is free of all forms of discrimination, including discriminatory harassment, as well as reprisal or retaliation for engaging in protected EEO activity. DeCA’s goal is to address harassing conduct at the earliest possible stage, before it can become severe or pervasive.
It is also DeCA’s policy to promote the full realization of EEO through a continuing efforts to establish an maintain a “Model EEO Agency “ as required under the U.S. Equal Employment Opportunity Commission’s (EEOC) Management Directive (MD) 715 and MD 110. MD 715 provides policy guidance and standards for establishing and maintaining effective affirmative employment programs of EEO under Title VII of the Civil Rights Act of 1964 and related antidiscrimination laws.
MD110 provides Federal agencies with EEOC policies, procedures, and guidance relating ti the processing of employment discrimination complaints, the effectiveness and efficiency of which are considered a key part of a Model EEO Agency. DeCA is fully committed to implementing all Federal laws, regulations, and EEOC guidance relative to the development of Model EEO Agency plans and annual reporting of accomplishments against those plans.
Pursuant to MD 715, DeCA’s efforts to have a model EEO program includes identification of and strategies to address challenges to EEO in any aspect of Agency policies, programs, or practices including, but not limited to, outreach and recruiting, hiring, promoting, training, awareness, and facilities and program accessibility for DeCA employees. Model EEO efforts also include monitoring of strategies and employment practices in the areas of hiring, transfers, reassignments, promotions, awards, benefits, and separations.
Consistent with MD 715, DeCA vigorously takes a protective approach to preventing discrimination. DeCA’s proactive programs provide the workforce with both additional avenues of redress for addressing workplace conflict, as well as education and awareness opportunities regarding EO and diversity.
Special Emphasis Programs (SEPs) are a vital component of a Model EEO Program. SEPs are required pursuant to Federal regulations and Executive Orders and are intended to assist in efforts to advance opportunities and engage all members of the workforce, including those from historically underserved and underrepresented groups. DeCA remains committed to robust SEPs as a means of attracting and advancing a more demographically diverse workforce. Roles and responsibilities of SEPs include, but are not limited to , advice and education, workforce interface and integration, monitoring and workforce analysis, community outreach and recruitment, and measuring the Agency EO performance.