EQUAL EMPLOYMENT EQUAL EMPLOYMENT OPPORTUNITY OPPORTUNITY

ForFor

MANAGERS/SUPERVISORSMANAGERS/SUPERVISORS

Prepared by EEO Officer, WSMR, NM

MAINTAINING A MAINTAINING A DISCRIMINATION-FREE DISCRIMINATION-FREE

WORKPLACEWORKPLACE Communicate clearly a belief in and Communicate clearly a belief in and

adherence to the principles of EEO for all adherence to the principles of EEO for all employeesemployees

Take prompt action to prevent harassment Take prompt action to prevent harassment based on race, sex, age, national origin, based on race, sex, age, national origin, disability or sexual preferencedisability or sexual preference

Make an effort to recruit a diverse workforceMake an effort to recruit a diverse workforce Remain aware of EEO responsibilities in the Remain aware of EEO responsibilities in the

course of assigning and rating work, course of assigning and rating work, developing employees, and taking personnel developing employees, and taking personnel actionsactions

Work closely with EEO & HR to resolve Work closely with EEO & HR to resolve disputes promptly and fairlydisputes promptly and fairly

MANAGING DIVERSITYMANAGING DIVERSITY

Actively seek to develop a diverse Actively seek to develop a diverse workforceworkforce

Recognize and value the differences Recognize and value the differences that a diverse array of people brings that a diverse array of people brings to the accomplishment of the to the accomplishment of the organizational tasksorganizational tasks

Promote acceptance, cooperation Promote acceptance, cooperation and positive attitudes toward all and positive attitudes toward all members of the workforcemembers of the workforce

EEO OBJECTIVESEEO OBJECTIVES

Provide every federal employee, regardless Provide every federal employee, regardless of age, race, sex, color, handicap, national of age, race, sex, color, handicap, national origin or religion the opportunity to advance origin or religion the opportunity to advance in his/her career on the basis of meritin his/her career on the basis of merit

Protect federal employees from harassment Protect federal employees from harassment based on sex, race, age, or other non-merit based on sex, race, age, or other non-merit factorsfactors

Secure for the federal service, the fullest Secure for the federal service, the fullest accomplishment possible from the talents, accomplishment possible from the talents, energy and hard work of its entire workforceenergy and hard work of its entire workforce

UNLAWFUL DISCRIMINATIONUNLAWFUL DISCRIMINATION Not selecting a male employee to do a job regarded Not selecting a male employee to do a job regarded

as more suited for a female as more suited for a female Denying training opportunities to an employee Denying training opportunities to an employee

because he/she is nearing retirementbecause he/she is nearing retirement Promoting an employee of lesser qualification over Promoting an employee of lesser qualification over

an applicant of a different racean applicant of a different race Refusing to make practicable schedule adjustments Refusing to make practicable schedule adjustments

to accommodate the religious practices of an to accommodate the religious practices of an employeeemployee

Permitting several employees to harass another with Permitting several employees to harass another with demeaning jokes and pranks based on his stuttering demeaning jokes and pranks based on his stuttering

Pressuring a subordinate for sexual favors in return Pressuring a subordinate for sexual favors in return for favorable work assignmentsfor favorable work assignments

EQUAL EMPLOYMENT EQUAL EMPLOYMENT OPPORTUNITY CONCEPTSOPPORTUNITY CONCEPTS

The opportunity to compete fairly for The opportunity to compete fairly for positions for which employees are positions for which employees are qualifiedqualified

Receive objective ratings based on Receive objective ratings based on employees performanceemployees performance

Not be subjected to personnel Not be subjected to personnel decisions based on non-merit factorsdecisions based on non-merit factors

OBJECTIVEOBJECTIVE

IS NOT TO PROVIDE special or unfair IS NOT TO PROVIDE special or unfair advantage to any groups or advantage to any groups or individuals, but rather to ensure that individuals, but rather to ensure that employees are not unfairly employees are not unfairly disadvantaged based on non- merit disadvantaged based on non- merit factors that are outside their control.factors that are outside their control.

DIVERSITY MANAGEMENTDIVERSITY MANAGEMENT

Reflects a cross-section of the Reflects a cross-section of the diverse population of the U.S. diverse population of the U.S.

Respects and values differences in Respects and values differences in culture, opinion, and ways of thinkingculture, opinion, and ways of thinking

Discourages negative reactions Discourages negative reactions directed toward employees based on directed toward employees based on differences such as age, sex, race, differences such as age, sex, race, disability or religiondisability or religion

DISPUTE RESOLUTIONDISPUTE RESOLUTION

Recognizing the legitimacy of the Recognizing the legitimacy of the EEO complaint processEEO complaint process

Understanding the complaint and Understanding the complaint and alternative dispute resolution alternative dispute resolution processes and their role in themprocesses and their role in them

Knowing how to help in resolving Knowing how to help in resolving disputes as fairly and efficiently as disputes as fairly and efficiently as possiblepossible

EEO COMPLAINT PROCESSEEO COMPLAINT PROCESS An employee believes he/she may have been dealt An employee believes he/she may have been dealt

with unfairly, first must discuss the matter with the with unfairly, first must discuss the matter with the EEO officeEEO office

If accepted as an EEO issue, a counselor is assignedIf accepted as an EEO issue, a counselor is assigned The counselor gathers facts surrounding the matter; The counselor gathers facts surrounding the matter;

meets with the manager or supervisor involved in meets with the manager or supervisor involved in order to seek resolution at the lowest levelorder to seek resolution at the lowest level

If the matter is not resolved, the employee may file If the matter is not resolved, the employee may file a formal complaint. The matter may be mediated or a formal complaint. The matter may be mediated or an investigator assigned.an investigator assigned.

If the matter is not resolved, it may be taken to a If the matter is not resolved, it may be taken to a hearing before an administrative judgehearing before an administrative judge

SPECIAL EMPHASIS PROGRAMSSPECIAL EMPHASIS PROGRAMS

Hispanic Employment ProgramHispanic Employment Program Black Employment ProgramBlack Employment Program Federal Women’s Employment Federal Women’s Employment

ProgramProgram Disabilities Awareness Program Disabilities Awareness Program

BUILDING DIVERSITYBUILDING DIVERSITY

Does not just happenDoes not just happen Result of consistent efforts by Result of consistent efforts by

managers who clearly understand managers who clearly understand and support the agency’s diversity and support the agency’s diversity goalsgoals

Requires more than good intentionsRequires more than good intentions

LOOK AND PLAN AHEADLOOK AND PLAN AHEAD

Devote time to assessing your Devote time to assessing your current organizationcurrent organization

Make a rough forecast of when Make a rough forecast of when positions are likely to open uppositions are likely to open up

Use alternative methods to attract Use alternative methods to attract applicantsapplicants

Consider job restructuringConsider job restructuring Develop current employeesDevelop current employees Interview fairly and consistentlyInterview fairly and consistently

PROHIBITED PERSONNEL PROHIBITED PERSONNEL PRACTICESPRACTICES

Don’t discriminate on the basis of race, color, religion, sex, national origin, age, Don’t discriminate on the basis of race, color, religion, sex, national origin, age, handicapping condition, marital status, or political affiliation.handicapping condition, marital status, or political affiliation.

Don’t solicit or consider any personnel recommendation or statement not based Don’t solicit or consider any personnel recommendation or statement not based on personal knowledge or records of performance, ability, aptitude, general on personal knowledge or records of performance, ability, aptitude, general qualifications, character, loyalty, or suitabilityqualifications, character, loyalty, or suitability

Don’t coerce an employee’s political activityDon’t coerce an employee’s political activity Don’t deceive or obstruct any person with respect to such person’s right to Don’t deceive or obstruct any person with respect to such person’s right to

compete for employmentcompete for employment Don’t influence a person to withdraw from competition for the purpose of Don’t influence a person to withdraw from competition for the purpose of

improving or injuring the prospects of another person for employmentimproving or injuring the prospects of another person for employment Don’t grant any preference or advantage not authorized by law, regulation, or Don’t grant any preference or advantage not authorized by law, regulation, or

rule to any employee or applicant for the purpose of improving or injuring the rule to any employee or applicant for the purpose of improving or injuring the prospects of another person for employmentprospects of another person for employment

Don’t employ or advocate a relativeDon’t employ or advocate a relative Don’t retaliate against a whistleblower, whether an employee or an applicantDon’t retaliate against a whistleblower, whether an employee or an applicant Don’t’ retaliate against employees or applicants who exercise their appeal rights, Don’t’ retaliate against employees or applicants who exercise their appeal rights,

testify, or cooperate with an Inspector General or the Special Counsel, or refuse testify, or cooperate with an Inspector General or the Special Counsel, or refuse to break the lawto break the law

Don’t discriminate based on actions not adversely affecting performanceDon’t discriminate based on actions not adversely affecting performance Don’t violate any law, rule, or regulation implementing or directly concerning the Don’t violate any law, rule, or regulation implementing or directly concerning the

merit principlesmerit principles Don’t’ violate Veteran’s Preference by taking or failure to take a personnel actionDon’t’ violate Veteran’s Preference by taking or failure to take a personnel action

EQUAL EMPLOYMENT EQUAL EMPLOYMENT OPPORTUNITYOPPORTUNITY

IS THE LAW OF THE LANDIS THE LAW OF THE LAND