The 6 Essentials of a Model EEO Program
- Demonstrated commitment from LaRC Leadership
- EEO must be:
- Embraced by agency leadership.
- Communicated through the ranks from the top down.
- EEO principles must be a fundamental part of LaRC culture
- Agency head must issue annual EEO and anti-harassment policy statements.
- EEO must be:
- Integration of EEO into LaRC’s strategic mission
- Director of EO has regular access to LaRC senior management.
- Managers and employees are involved in the implementation of the agency’s Title VII and Rehabilitation Act Programs.
- Management and program accountability
- Establish procedures to prevent all forms of discrimination
- Evaluate managers and supervisors on efforts to ensure equality of employment opportunity.
- Maintain effective reasonable accommodation procedures.
- Maintain clearly defined and fair personnel policies.
- Proactive prevention of unlawful discrimination
- Conduct a self-assessment on at least an annual basis to monitor progress and identify areas where barriers may operate to exclude certain groups.
- Develop strategic plans to eliminate identified barriers.
- Efficiency
- Maintain an efficient, fair and impartial complaint resolution process.
- Establish and encourage the widespread use of alternative dispute resolution (ADR).
- Maintain an effective data collection system of the workforce, applicant flow and complaint tracking.
- Responsiveness and legal compliance
- Ensure full compliance with Title VII and Rehabilitation Act, including Equal Employment Opportunity Commission (EEOC) regulations, orders and other written instructions.
- Report agency program efforts and accomplishments to EEOC.
- Comply with final EEOC orders for corrective action and relief.
Know-the-6-Essentials-of-a-Model-EEO-Program