- Read the Secretary's memo about the Anti-discrimination policy statement and the No FEAR Act notice (PDF - 2 pages, 805 KB)
- Information Sheet on Department of Homeland Security Personnel Anti-discrimination Rights, Responsibilities, and Remedies
As the Department of Homeland Security protects the United States, a guiding principle of mutual respect allows each employee to contribute to that crucial mission to the maximum of his or her ability. Maintaining a fair workplace and recruiting, developing, and retaining a diverse workforce creates an environment in which personnel can develop and apply the widest possible range of competencies, ideas, and solutions. DHS is fully committed to equal employment opportunity (EEO) principles, and is issuing this Anti-Discrimination Policy to guide the Department’s employees, managers, supervisors, and executives in understanding their rights and responsibilities relating to equal employment.
The core of equal employment opportunity is the right to work and advance on the basis of merit, ability, and potential, free from prejudice or discrimination. In accordance with the applicable anti-discrimination statutes, executive orders, and other authorities, DHS protects employees against discrimination, to the fullest extent of law, on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, marital status, political affiliation, whistleblower activity, sexual orientation, parental status, and military service (past, present, or future), and against retaliation for participation in EEO activity or opposition to discrimination.
Unlawful discrimination includes harassment on any of these bases that has the purpose or effect of unreasonably interfering with an individual’s work performance or that creates an intimidating, offensive, or hostile environment. It is DHS policy to maintain a work environment in which all DHS employees are free from such harassment, by preventing it through training and supervision, and by promptly taking action if harassment occurs. Employees should promptly report any incidents of harassment they observe, as well as any suspected retaliation related to a harassment complaint.
Attached to this policy statement is more information relating to anti-discrimination rights, responsibilities, and remedies, along with the ways in which an employee who believes he or she has been subjected to discrimination or retaliation can obtain a prompt and fair hearing and remedy.
All DHS personnel are responsible for complying with this policy, for maintaining a high level of professional conduct in the workplace, and for treating others with respect and fairness. The Department enlists and relies on your support in this crucial aspect of our operations. If you believe you have been subjected to discrimination or retaliation, the Department values the opportunity to correct the problem and improve our organization for you and your coworkers.