Affirmative Employment, Analysis, and Accountability
- Civil Rights Home
- A Model EEO Program
- Special Emphasis Programs and Affinity Groups
- Civil Rights and EEO Training
- Policy and Guidance Documents
- Affirmative Action Plan for People with Disabilities
- Architectural Barriers Act (ABA)
- Demonstrated commitment from agency leadership;
- Integration of EEO into the agency's strategic mission;
- Management and program accountability;
- Proactive prevention of unlawful discrimination;
- Efficiency; and
- Responsiveness and legal compliance.
The EEOC requires each Federal agency to report annually on the status of activities undertaken pursuant to its EEO program under Title VII of the Civil Rights Act and activities undertaken pursuant to its affirmative action obligations under the Rehabilitation Act. Federal agency reports must also include a plan that sets forth steps it will take in the future to correct deficiencies or further improve efforts undertaken pursuant to MD-715.
Civil Rights and EEO Training
EPA is is committed to ensuring that all employees fully understand the laws and policies regarding civil rights, affirmative action, and equal access/equal opportunity. AEAA provides leadership and oversight to the Agency’s equal employment opportunity and civil rights training efforts for employees and managers. Professional development opportunities to enhance awareness, understanding and appreciation of diversity and the principles of civil rights compliance are a priority and expectation for participation by EPA employees and managers if they are to be able to effectively reach out to underserved audiences.
All EPA employees are expected to be familiar with and have a full understanding of the federal laws relating to civil rights. In addition, employees are expected to have a working knowledge of their roles and responsibilities to ensure that they fulfill both the letter and the spirit of the law as they identify needs, develop, implement and evaluate environmental programs as they recruit and work with diverse audiences.
AEAA is responsible for ensuring that all EPA managers and employees complete not only the biennial mandatory No Federal Employee’s Anti-harassment and Retaliation (NoFEAR) Act training, but a full cadre of civil rights/eeo training offerings.
Policy and Guidance Documents
- Anti-Harassment Policy Statement 2020
- EEO Policy Statement 2020
- EPA Order 1000.31A4 Discrimination on the basis of Sexual Orientation, Gender Identity, Status as a Parent, Marital Status or Political Affiliation
Affirmative Action Plan for People with Disabilities
On January 3, 2017, the Equal Employment Opportunity Commission (EEOC) issued an update to Section 501 of the Rehabilitation Act, as amended. Pursuant to 29 CFR 1614.203(e)(2), each federal agency shall make an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities and make the plan available to the public.
For questions concerning EPA's Affirmative Action Plan, please contact Christopher Emanuel, Office of Civil Rights: 202-564-7286 or Emanuel.Christopher@epa.gov
Architectural Barriers Act (ABA)
The Architectural Barriers Act of 1968 (ABA) 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. The U. S. Access Board is the federal agency responsible for enforcing the ABA.
- U.S. Access Board's accessibility guidelines and standards
- Information about filing an ABA complaint
For information on enforcement of ABA at EPA facilities, please contact Cynthia Simbianin, Director of the Facilities Management and Services Division: 202-566-0304 or Simbanin.Cynthia@epa.gov