USAID's Office of Civil Rights and Diversity (OCRD) is pleased to share this brief summary of the programs, activities, and accomplishments for Fiscal Year (FY) 2014, which document our efforts toward building and sustaining a model Equal Employment Opportunity (EEO) program based on the six essential elements identified by the U.S. Equal Employment Opportunity Commission (EEOC).
In FY 2014, USAID leadership demonstrated their commitment to EEO. USAID’s 2014 EEO policy statement prohibits discrimination based on race, color, religion, sex (including pregnancy), gender identity or expression, national origin, sexual orientation, disability, age, genetic information, parental status, marital status, political affiliation, or retaliation based on previous EEO activity. The EEO policy statement also reaffirms the Agency intolerance for any type of EEO harassment. The 2014 EEO policy also promotes the use of alternative dispute resolution (ADR) methods to resolve workplace disputes. The EEO policy statement advises employees and applicants of their right to seek redress if they believe that they have been subjected to discrimination. Information about how to file an EEO complaint is accessible to employees and applicants through USAID intranet and internet sites. Policies on harassment and reasonable accommodations for qualified individuals with disabilities are discussed in courses that all new employees and all new Agency supervisors are required to complete.
USAID also takes steps to prevent discrimination by reviewing data, policies, and procedures to identify barriers to EEO. USAID develops and implements plans to eliminate barriers that impede equal employment opportunity. USAID promotes the use and benefits of ADR (including in non-EEO matters), and if the employee elects ADR the Agency must participate.
The agency provides EEO counseling. It provides an aggrieved person with written notification of his or her rights and responsibilities in the EEO process. USAID managers and supervisors receive ADR training in accordance with EEOC (29 C.F.R. Part 1614) regulations, with emphasis on the federal government's interest in encouraging mutual resolution of disputes and the benefits associated with utilizing ADR.
The OCRD Director has final settlement authority of any ADR settlement. The agency has control over the payroll processing and has steps in place to guarantee responsive, timely, and predictable processing of ordered monetary relief.
