DSS No Fear Act 

Diversity Management

Diversity Management and Affirmative Action are often used interchangeably; when in fact, they are two very different issues. The following two definitions are provided for clarification.

Diversity Management is the process of creating and maintaining a positive environment where the differences of all personnel are recognized, understood, and valued so that all can achieve their full potential. It fully includes the entire work force.

Affirmative Action attempts to atone for past discrimination against certain groups of people. Because, it tries to even the playing field for these groups, it does not apply to all people equally.

Following links under Diversity Management should be deleted or reflect “Currently under construction” until relevant documents are gathered to update links.

Annual Observances

January
Martin Luther King, Jr. Birthday 15 January

February
African American/Black History Month 1 – 28 February

March
Women's History Month 1 – 31 March

May
Asian Pacific American Heritage Month 1 – 31 May

August
Women's Equality Day August 26th

September
Hispanic Heritage Month September 15 - October 15

October
National Disability Employment Awareness Month 1 – 31 October

November
American Indian Heritage Month 1 - 30 November

Special Emphasis Programs

Special emphasis programs promote equal opportunity in the hiring, advancement, training, and treatment of each protected group. These programs advocate necessary change to overcome barriers that restrict equal employment opportunity for women, minorities, and individuals with disabilities.
• Asian/Pacific American Employment Program (AA/PAEP)
• Black Employment Program (BEP)
• Federal Women’s Program (FWP)
• Hispanic Employment Program (HEP)
• Native American/Alaskan Native Employment Program (NA/ANEP)
• Programs for Individuals with Disabilities (PIWD)

Primary objectives of EEO Special Emphasis Programs are to:
• Analyze agency workforce data and identifying barriers in the areas of recruitment, hiring, promotions, career development, reasonable accommodation and retention affecting the full representation of protected groups.
• Compile, develop and disseminate information to provide managers, supervisors and employees with knowledge and sensitivity in all facets of accessibility and reasonable accommodation of persons and veterans with disabilities.
• Develop and conduct training, workshops, demonstrations, special menu items, displays, and commemorative observances to provide awareness, sensitivity and understanding of issues affecting employment of protected groups.

OBSERVANCE CALENDAR

Reasonable Accommodations

Procedures For Providing Reasonable Accommodations
DSS Regulation 08-12 establishes effective written procedures for providing reasonable accommodations for employees or applicants with disabilities.

Your employments rights as an individual with a disability.

Where To Learn More
The Job Accommodation Network (JAN) advises employers and employees about workplace accommodations. Web site: http://www.jan.wvu.edu or (800) 526-7234.

The Americans with Disabilities Act (ADA) establishes a clear and comprehensive prohibition of discrimination on the basis of disability. Website: http://www.eeoc.gov/policy/ada.html

The Computer/Electronic Accommodations Program (CAP) ensures people with disabilities have equal access to the information environment and opportunities in DoD. Web site: http://www.tricare.osd.mil/cap or (703) 621-8813.

Enforcement Guidance.
The U.S. Equal Employment Opportunity Commission (EEOC) web site:
www.eeoc.gov/policy/guidance.html or (800) 800-3362,

U.S. Department of Justice (DOJ), Civil rights Division web site:
www.usdoj.gov/crt/ada/adahom1.htm or (800) 872-2253,

General Services Administration - Section 508 Technical Assistance web site:
www.gsa.gov/508.