OPERATIONAL GUIDANCE IMPLEMENTATION OF EQUAL EMPLOYMENT OPPORTUNITY POLICIES

There is zero tolerance for actions in the work context that have the purpose or effect of discriminating on one of these bases. The Deputy Assistant Administrator, or equivalent, in each bureau, mission, and office is responsible for achieving progress in areas described in this guidance. The objectives outlined have the full support of the senior management team. The Agency aims to create a model work environment that promotes quality, equality, fairness, and fairness by all employees. Affirmative employment measures are required in all aspects of employment, including hiring, training, assignments, and recognition. The Agency must take measures to increase representation of women, minorities, and disabled individuals where underrepresentation exists. Attention will be directed to those groups that remain underrepresented and to those units whose progress fails to meet reasonable expectations. The Agency must also focus on segments of the population that are disproportionately absent in managerial, supervisory, and executive positions. Prohibition of sexual harassment is a legal and ethical responsibility of all Agency employees. Direct and overt sexual comments or any activity of a sexual nature that creates a hostile or offensive work environment are prohibited. Managers and supervisors bear responsibility for prevention of sexual harassment and for correcting the behavior of their employees who violate regulations. The Office of Equal Opportunity Programs is available for advice and training to support this effort. Nondiscrimination based on sexual orientation is also prohibited, and managers and supervisors must ensure equality of opportunity in all aspects of employment. The Office of Equal Opportunity Programs coordinates employee programs designed to improve the employment status of women, persons with disabilities, and members of minority groups. These programs contribute to the success of affirmative employment programs, highlight the benefits of a culturally diverse workforce, and provide a means of publicly recognizing the contributions of valuable employees. Discrimination complaints can have a significant toll in terms of both monetary costs and discord. The Agency encourages informal resolution of interpersonal and employment issues whenever possible. When informal resolution is not possible, the Director of the Office of Equal Opportunity Programs is responsible for investigating and adjudicate cases, consistent with Federal regulations and guidance.