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 Equal Employment Opportunity (EEO)

 

Equality of opportunity is recognized as an essential element of readiness. It is vital to attracting, developing, and retaining a top-quality workforce in order to accomplish the Department of the Navy’s strategic mission. It is our policy to ensure that equal employment opportunity (EEO) is fully integrated into the Department of the Navy mission with demonstrated commitment from leadership at all levels.

Providing equal opportunity in employment for all employees and applicants through clearly defined Human Resources (HR) and EEO policies and programs gives the Department of the Navy the foundation needed to proactively prevent discrimination in employment because of race, color, religion, sex, national origin, age, or disability; and prohibit acts of reprisal against persons presenting or processing allegations of discrimination. Managers and supervisors share responsibility with EEO and HR personnel for successful policy and program implementation so that we can promote the full realization of equal employment opportunity through continuing affirmative programs that are efficient, responsive, and legally compliant.

The Department requires all major commands and subordinate activities to implement the elements necessary to create and maintain a model EEO Program and to provide equality of opportunity to all DON employees and applicants.

 

 Equal Employment Opportunity (EEO) History

 

Title VII of the Civil Rights Act of 1964 (Title VII), as amended, and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), mandate that all personnel decisions be made free of discrimination on the basis of race, color, religion, sex, national origin, reprisal, or disability and also require that Federal agencies establish a program of equal employment opportunity for all Federal employees and job applicants.

29 Code of Federal Regulations (CFR) 1614 codifies the policy of the United States Government to provide equal opportunity in employment for all persons, to prohibit discrimination in employment on the basis of the prohibited factors identified in Title VII and the Rehabilitation Act, and to promote the realization of equal employment opportunity through a continuing affirmative program in each agency.

The Equal Employment Opportunity Commission (EEOC) has oversight responsibility for the Federal programs required by Section 717 of Title VII and Section 501 of the Rehabilitation Act. EEOC Management Directive (MD) 715 provides guidance on the elements of a legally compliant Title VII and Rehabilitation Act programs. This directive requires agencies to take appropriate steps to ensure that all employment decisions are free from discrimination. It also sets forth the standards by which EEOC will review the sufficiency of agency Title VII and Rehabilitation Act programs, which include periodic agency self-assessments and the removal of barriers to free and open workplace competition.