Program Overview

CRCL's Diversity Management Section contributes to the Department's diversity initiatives by providing analysis of workforce trends to ensure equal opportunity and the achievement of Model EEO Program Status, as defined by the Equal Employment Opportunity Commission. Additionally, the Section is also responsible for:

• Preparing EEO and diversity policy guidance regarding employees, particularly issues of national origin, race, gender, disabilities, and reasonable accommodations. DMS also provides training and technical assistance on these matters to Component EEO staff, and develops EEO and diversity training for DHS managers, supervisors and employees. We also address issues of hostile work environment.

• Supporting Special Emphasis Programs, including conferences, pre-conference training at affinity group conferences, and supporting Operation Warfighter. Special emphasis includes a collaboration of outreach initiatives, increasing awareness of diversity issues, recognition of DHS as an employer of choice for providing equal opportunity to applicants and employees, and career enhancement opportunities for employees.

• Preparing workforce data tables for DHS and for Components, conducting workforce data analysis to identify any anomalies in the data which may be tied to EEO or diversity issues, drilling into the data to identify if there is a barrier to equal opportunity, and training Component EEO staff to do the same.

• Preparing the DHS mandated EEO and diversity reports and plans, directing the preparation of Component-level reports, and monitoring the accomplishment of the plans, which include:
  • EEOC's Management Directive 715 (MD-715)
  • OPM's Federal Equal Opportunity Report Program (FEORP)
  • Historically Black Colleges and Universities (HBCU)
  • Tribal Colleges and Universities (TCU)
  • And various White House Initiatives

• Coordinating with the Office of the Chief Human Capital Officer (OCHCO) for the implementation of the human resources aspects of these plans.

• Conducting liaison with various affinity groups (e.g., Federally Employed Women, Minority Serving Institutions, tribal colleges and universities, disability support groups, etc.).

DHS Diversity Demographics and Statistics

* "Targeted disabilities" are those disabilities that the Federal government, as a matter of policy, has identified for special emphasis. These include: deafness, blindness, missing extremities, partial paralysis, complete paralysis, convulsive disorders, mental retardation, mental illness, and distortion of limb and/or spine. For more information, see EEOCÕs Improving the Participation Rate of People with Targeted Disabilities in the Federal Work Force, January 2008. (http://www.eeoc.gov/federal/reports/pwtd.html)

More Information

• Diversity Reports, Guidance and Resources