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  • 10/19/2016: EEOC Updates Strategic Enforcement Plan

    The U.S. Equal Employment Opportunity Commission (EEOC) recently approved an updated Strategic Enforcement Plan (SEP) for Fiscal Years 2017-2021, reaffirming the agency's commitment to efforts that have strategic impact in advancing equal opportunity in America's workplaces. "This SEP builds on the EEOC's progress in addressing persistent and developing issues by sharpening the agency's areas of focus and updating the plan to recognize additional areas of emerging concern," said EEOC Chair Jenny R. Yang.  EEOC conducts hearings on complaints of discrimination from federal employees or applicants. In fiscal year 2015, the agency received 7,752 requests for hearings, resolved 6,360 complaints, and had 69 administrative judges (AJs) assigned to 24 agency offices to conduct such hearings. As of September 2016, the pending workload of administrative judges exceeds 13,000 complaints, and the average time from a request for a hearing to a decision of an AJ is over 500 days.

    For more information read the press release and the Plan

  • 10/06/2016: Presidential Memorandum — Promoting Diversity and Inclusion in the National Security Workforce

    On October 5, 2016 President Barack Obama issued a Memorandum for the Heads of Executive Departments and Agencies on promoting diversity and inclusion in the national security workforce. Diversity has always been one of the nation’s greatest strengths, and it is no different for the federal workforce, which has a responsibility as the country’s largest employer to lead by example and to reflect the population that we serve. This memorandum complements ongoing diversity and inclusion efforts being undertaken by agencies as they relate to gender, race, ethnicity, disability status, veterans, sexual orientation and gender identity, and other demographic categories.


    For more information read the Presidential Memorandum and the accompanying fact sheet.

  • 10/06/2016: DoD’s Dedication to Diversity, Inclusion Provides Best People, Carter Says

    The Department of Defense’s (DoD) enduring commitment to diversity and inclusion is significant to giving the nation the finest fighting force the world has ever known, Defense Secretary Ash Carter said at a Pentagon awards ceremony. The secretary kicked off National Disability Employment Awareness Month by honoring 18 outstanding service members and civilians for their contributions to DoD’s missions. Four components and military departments were also recognized for their efforts to advance a diverse and inclusive workforce.

    For more information about the event and those honored visit

  • 10/01/2016: Presidential Proclamation — National Disability Employment Awareness Month, 2016

    “…Too often in our Nation's history, individuals with disabilities have been eager to work but could not find a job, facing red tape, discrimination, or employers who assumed that disabled meant unable and refused to hire them. This month, we recognize the significant progress our country has made for those living with disabilities, and we honor the lasting contributions and diverse skills they bring to our workforce…I am proud that the Federal Government is leading by example as a model employer, now employing more Americans with disabilities than at any time in the last 30 years. Last year, the White House hosted a Summit on Disability and Employment to share resources for employers to hire more individuals with disabilities and effective strategies for recruitment, retention, hiring, and promotion of these employees…” 

    Read President Barack Obama’s entire proclamation:

  • 09/29/2016: New ‘Digest of EEO Law' Issued by EEOC

    The U.S. Equal Employment Opportunity Commission (EEOC) has released the latest edition of its federal sector Digest of Equal Employment Opportunity Law (EEO Digest). This edition (Fiscal Year 2016, Volume 4) features a special article entitled “Discrimination on the Basis of Mental Health Conditions under the ADA and Rehabilitation Act.”

    "Unlike physical disabilities, which are often recognizable, mental health impairments are often hidden," said Carlton M. Hadden, director of EEOC's Office of Federal Operations (OFO). "Federal agencies should be mindful of the unique needs and obstacles that employees with mental health conditions face in the workplace."

    For more information and to download the digest, read EEOC’s press release:

  • 09/14/2016: OPM Announces USAJOBS Updates

    In honor of the 20th anniversary of the Office of Personnel Management's (OPM) USAJOBS website, OPM announced recent updates that will improve the user experience for federal job applicants. The completion of the yearlong update process will make the website and application process easier to navigate. Acting OPM Director Beth Cobert noted that following these updates, OPM will continue gathering feedback to enhance the website. 

    In addition to job postings, offers details about special hiring authorities, contact information for Selective Placement Program Coordinators, and links to information about reasonable accommodations and other resources that support federal employment for individuals with disabilities. 

    For more information, visit at     

  • 09/02/2016: GAO Report to Congressional Committees, “OPM Needs to Improve Management and Oversight of Hiring Authorities”

    The U.S. Government Accountability Office (GAO) was asked to review the extent to which federal hiring authorities were meeting agency needs and produced its findings in a recently released report, “OPM Needs to Improve Management and Oversight of Hiring Authorities.”  This report examines (1) the hiring authorities agencies used in fiscal year 2014 (the most recent data at the time of the review), (2) the extent to which case study agencies and the Office of Personnel Management (OPM) assessed the effectiveness of hiring authorities and (3) how OPM ensured that agencies understood how to use hiring authorities effectively. By analyzing hiring authorities, OPM and agencies can identify improvements that could be used to refine authorities, expand access to specific authorities found to be highly efficient and effective and eliminate those found to be less effective. 

    For more information and to view the report, visit  

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