Provide policy, supervision and oversight of Civil Rights and Equal Employment Opportunity, EEO Compliance and Complaints of Discrimination, Army Command Policy, Military Equal Opportunity, and Inclusion.
Civilian Equal Employment Opportunity
The Equal Opportunity program formulates, directs, and sustains a comprehensive effort to maximize human potential to ensure fair treatment for military personnel and family members without regard to race, color, sex (to include gender identity), religion, national origin, or sexual orientation and provide an environment free from unlawful discrimination and offensive behavior.
Leading the Army's effort to move to a model EEO program. Develops policy, manages programs and provides technical guidance/assistance throughout the Army's enterprise.
The mission of the Equal Employment Opportunity Compliance and Complaints Review directorate is to fully and fairly adjudicate civilian employee complaints of discrimination on behalf of the Secretary of the Army.
No Fear Act:
https://www.army.mil/article/236698
Department of the Army Accessibility Statement
The Department of the Army (DA) is committed to meeting or exceeding the accessibility requirements of the Rehabilitation Act of 1973, as amended, and the Architectural Barriers Act of 1968. Accessibility for individuals with disabilities (IWD) is addressed as follows:
Information and Communication Technology.
Ensuring DA electronic and information technology is accessible to IWD, in accordance with Section 508 of the Rehabilitation Act of 1973, as amended (“Section 508”) (29 U.S.C. Section 794d). Section 508 requires all electronic and information technology (also referred to as information and communication technology or ICT) that is developed, procured, maintained, or used by federal agencies to be accessible to IWD. Examples of ICT include web sites, telephones, multimedia devices, and copiers. Access available to IWD must be comparable to access available to others. Section 508 standards are the technical requirements and criteria used to measure conformance with the law and are developed and maintained by the United States Access Board. Further information about the Access Board’s standards and Section 508 generally may be found on the Section 508 website.
Facilities and Physical Infrastructure.
Ensuring DA facilities and physical infrastructure are accessible to IWD, in accordance with the standards established under the Architectural Barriers Act of 1968 (ABA), as adopted by the Department of Defense (DoD) and enforced by the U.S. Access Board. The ABA of 1968 (42 U.S.C. §§ 4151-57) requires that buildings and facilities that were designed, built, constructed, altered, leased, or financed with Federal funds, by or on behalf of the United States, after August 12, 1968, be accessible to IWD. The Access Board’s accessibility standards are available on their website About the ABA Standards.
Reasonable Accommodation and Personal Assistance Services.
Providing reasonable accommodations (RA) and personal assistance services (PAS) for qualified DA employees and job applicants with disabilities, in accordance with Section 501 of the Rehabilitation Act of 1973, as amended (12 Code of Federal Regulations Section 268.203).
Access to All Programs and Activities Conducted or Funded by DA.
Providing access to IWD comparable to those who do not have disabilities in accordance with Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S. Code Section 794).
Reporting Accessibility Issues or Filing Accessibility Complaints
Information and Communication Technology and Assistive Technology:
If you encounter an ICT accessibility issue or want to file a Section 508 complaint associated with Army ICT, please send a detailed report via e-mail to the Army Equity and Inclusion Agency. Include your contact information, and a description of the specific accessibility concern. Include “Section 508” in the subject line.
If the alleged violation of Section 508 is related to employment, you must contact your servicing Equal Employment Opportunity Office or the Army Equity and Inclusion Agency within 45 calendar days of the alleged violation or within 45 calendar days of you becoming aware of the violation.
To file a complaint regarding another agency’s ICT, contact that agency’s Section 508 Coordinator. Contact information for Section 508 Coordinators may be found on the Section 508 Coordinator Listing page.
If you wish to file a complaint with DoD, complete and submit the Chief Information Officer Section 508 Form.
Additional information on accessibility of electronic and information technologies is available from the Department of Defense Chief Information Officer Accessibility Statement page.
DA Facilities and Physical Infrastructure:
If you encounter a facilities or physical infrastructure accessibility issue, please send a detailed report via e-mail to the Army Equity and Inclusion Agency. Include your contact information, the name and address of the building or facility, and a description of the specific accessibility concern. Include “Facility Accessibility” in the subject line.
If the alleged violation is related to employment, you must contact your servicing Equal Employment Opportunity (EEO) office or the Army Equity and Inclusion Agency within 45 calendar days of the alleged violation or within 45 calendar days of you becoming aware of the violation.
Additional information on how to file an ABA complaint through the U.S. Access Board can be found on the Access Board Enforcement page.
RA and PAS for DA Civilian Employees and Job Applicants:
If you are a DA Civilian in need of reasonable accommodation or personal assistance services to perform the essential functions of your job, or to enjoy equal access to the benefits and privileges of employment, contact your first level supervisor, and your servicing EEO Office.
If you are an applicant for a DA civilian job and need reasonable accommodation or personal assistance services during the application process, contact the human resources point of contact listed on the vacancy announcement.
Additional information on RA and PAS can be found under Policies on the Army’s Equity and Inclusion Agency webpage and in the governing regulation, Army Regulation 690-12, Equal Employment Opportunity.
Participants in DA Conducted or Funded Programs and Activities:
Visitors participating in DA sponsored or funded programs and activities who need modifications/accommodations should contact the organizer or office conducting the event(s).
If information for the organizer is not available, you may request assistance by sending a detailed email with your contact information to the Army Equity and Inclusion Agency. Include “Section 504” in the subject line.
The Military Equal Opportunity and Harassment Prevention and Response Policy was signed by the Secretary of the Army on March 7, 2022 in compliance with DoDI 1020.03, “Harassment Prevention and Response in the Armed Forces,” issued February 8, 2018, and updated December 29, 2020 and the DoDI 1350.02, “DoD Military Equal Opportunity Program,” issued September 4, 2020.
These policies are a reminder that all Soldiers and their Family members are protected against discrimination when it involves: unfair treatment because of race, color, religion, sex (including pregnancy and gender identity), national origin and/or sexual orientation.
Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB]
Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB]
The Genetic Information Nondiscrimination Act of 2008: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment.
Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002: The No FEAR Act is intended to reduce the incidence of workplace discrimination within the federal government by making agencies and departments more accountable.
The Pregnancy Discrimination Act of 1978: To amend Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy
Rehabilitation Act of 1973; Sections 501 and 505: Section 501 prohibits employment discrimination against individuals with disabilities in the federal sector. Section 505 contains provisions governing remedies and attorney's fees under Section 501.
Title VII of the Civil Rights Act of 1964: Title VII prohibits employment discrimination based on race, color, religion, sex and national origin.
5 CFR 720 Affirmative Employment Programs: This section incorporates the statutory requirements for establishing and conducting an equal opportunity recruitment program consistent with law within the Federal civil service.
29 CFR 1614 Federal Sector Equal Employment Opportunity Complaint Processing Regulations: The statutes enforced by EEOC make it illegal to discriminate against employees or applicants for employment on the bases of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, or age.
36 CFR 1191 Architectural Barriers Act of 1968: The law requires that buildings or facilities that were designed, built, or altered with federal dollars or leased by federal agencies after August 12, 1968 be accessible.
EO 11478 Equal Employment Opportunity in the Federal Government
EO 13166—Improving Access to Services for Persons With Limited English Proficiency
EO 13515 Increasing Participation of Asian Americans and Pacific Islanders in Federal Programs
EO 13548 Increasing Federal Employment of Individuals with Disabilities
EO 13583 Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce
EO 13985 Advancing Racial Equity and Support for Underserved Communities Through the Federal Government
EO 13988 Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation
EO 14031 Advancing Equity, Justice, and Opportunity for Asian Americans, Native Hawaiians, and Pacific Islanders
EO14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce
EO 14049 White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity for Native Americans and Strengthening Tribal Colleges and Universities
EO 14091 Further Advancing Racial Equity and Support for Underserved Communities Through the Federal Government
Management Directive 110
Management Directive 110 provides federal agencies with Commission policies, procedures, and guidance relating to the processing of employment discrimination complaints governed by the Commission’s regulations in 29 C.F.R. Part 1614.
Army People Strategy
The Army People Strategy describes how we will shift from simply “distributing personnel” to more deliberately managing the talents of our Soldiers and Civilians.
Army People Strategy Civilian Implementation Plan
The APS and the CIP describe the Army Civilian talent management vision, enabling infrastructure, and concerted unity of effort needed to acquire, develop, employ, and retain civilian talent in support of Army readiness.
AR 690-12 Equal Employment Opportunity and Diversity
This regulation establishes Department of the Army (DA) policies, responsibilities, implementing guidance and procedures for administering the Army’s Equal Employment Opportunity and Diversity Program in accordance with Federal guidelines.
AR 690-600 Equal Employment Opportunity Discrimination Complaints
This regulation prescribes policy, responsibilities, and procedures for counseling, filing, processing, investigating, settling, deciding, and acting on equal employment opportunity (EEO) complaints.
Army Civilian EEO Policy
The Army is committed to developing and fostering an environment that promotes and reflects diversity, equity, inclusion, and accessibility.
Army Harassment Prevention and Response Policy
The Army is committed to providing a workplace that is free from all forms of harassment and where individuals are treated with dignity and respect.
Pregnant Workers Fairness Act
Under the Pregnant Workers Fairness Act, reasonable accommodations are provided for qualified applicants and employees with temporary limitations due to pregnancy, childbirth, or related medical conditions.
Employee Resource Group and Special Emphasis Programs
ERGs serve as a catalyst for workplace inclusion by leveraging diversity to create a competitive advantage. These groups provide recommendations on issues impacting the group and serve as a critical enabler in resolving matters before they develop into inhibitors to organizational success.
EEO Access to Human Resource Systems.pdf [PDF - 184.8 KB]
The Department of the Army (DA) is committed to meeting or exceeding the accessibility requirements of the Rehabilitation Act of 1973, as amended, and the Architectural Barriers Act of 1968.
Department of the Army Accessibility Statement.pdf [PDF - 93 KB]
It is Army policy to provide RA and/or PAS to qualified individuals with disabilities who are employees or applicants for employment, unless doing so would cause undue hardship.
Army Reasonable Accommodations and Personal Assistance Services.pdf [PDF - 141.3 KB]
Management Directive 715
Equal Employment Opportunity Commission Management Directive 715 (MD-715) is policy guidance for federal agencies to establish and maintain effective EEO programs, as required by Title VII of the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. This directive requires the United States Army to report annually on the status of its program.
For additional information, please visit Instructions to Federal Agencies for EEO MD-715.
Army FY 21 MD715 Report.pdf [PDF - 1.3 MB]
Army FY 22 MD715 Report.pdf [PDF - 1.6 MB]
FY22 MD 715 Report State of the Agency Brief (SOA).pdf [PDF - 280.6 KB]
Army FY 23 EEO MD 715 Report Template.docx [DOCX - 470.5 KB]
ARMY Bi-Monthly EEO MD 715 WG Meeting Slide.pptx [PPTX - 64.6 KB]
Federal Equal Opportunity Recruitment Program (FEORP)
HQDA FY22 FEORP Report.docx [DOCX - 198.8 KB]
HQDA Annual FEORP Plan Certification 2022.pdf [PDF - 160.4 KB]
Army FY23 DVAAP Plan and Certification.pdf [PDF - 1.2 MB]
Army FY23 DVAAP Accomplishment Report.pdf [PDF - 430.6 KB]
Please use this video walk through to learn how to prepare and upload applicant data into the MD 715 reporter system.
https://youtu.be/UXd4dYdBGOk?si=EHxmROxLPk6JHhhr
For assistance, please email us at: [email protected]
Equal Employment Opportunity Training
EEO Supervisor Training: EEO Supervisor Tng 203B.pdf [PDF - 903.5 KB]
EEO Non-Supervisor Training: EEO Non-Supervisor Tng 203A v6.pdf [PDF - 838.7 KB]
The U.S. EEO Commission (EEOC) requires all federal agencies to evaluate compliance and effectiveness of the agency’s Equal Employment Opportunity
(EEO) Program. The EEO Program evaluation and assessment will review an agency’s Program compliance and accountability IAW 29 Code of Federal Regulation, Part 1614.102 (b,11), EEOC MD 110, Department of Defense (DoD) Directive 1440.1, AR 690-12, and AR 690-600.
Program Evaluation Guide.docx [DOCX - 563.7 KB]
To provide guidance, identify systemic and institution policy and practices that prevent the full realization of EEO, develop strategy, implement policy, analyze programmatic trends, and recommend solutions to achieve and maintain compliance with the Equal Employment Opportunity Commission requirements for a "Model EEO Program."
Resources:
Sample Memos
secarmy-message-to-the-force-feb-2022.pdf
Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB]
Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB]
Army DEIA Policy.pdf [PDF - 936.6 KB]
Army Civilian Equal Employment Opportunity Policy 2023.pdf [PDF - 584.1 KB]
the_army_people_strategy_2019_10_11_signed_final.pdf
Army People Strategy_Military Implementation Plan FY 2023-2025.pdf [PDF - 6 MB]
APS, MIP - Chapter 7 Advance Diversity, Equity, Inclusion, and Accessibility.pdf [PDF - 419.8 KB]
Army People Strategy - Civilian Implementation Plan FY23-25.pdf [PDF - 2 MB]
Army Directive Transgender.pdf [PDF - 224.8 KB]
Army demographics as of October, 2022: Active Component Demographic Report October 2022.pdf [PDF - 951.4 KB]
Army demographics history- https://www.army.mil/article/219140/
Army Building Cohesive Teams.pdf [PDF - 2 MB]