Affirmative Employment and Diversity Management Programs

The Affirmative Employment Program (AEP) was created to achieve the goals of a workforce that represents the diversity of the American population we serve. The focus is around the recruitment, development, and retention of qualified women, minorities, and persons with disabilities in the workforce. The AEP requires managers and supervisors to develop strategies to effectively recruit, employ, and promote qualified members of target groups that have low participation rates when compared to the civilian labor force benchmark rates. It also requires managers to identify and remove barriers that impede employment and advancement opportunities for minorities, women, and persons with disabilities.

The objectives of the AEP are to:

  • Eliminate the existence of work force imbalances of minorities, women, and persons with disabilities within the workforce;
  • Ensure minorities, women, and individuals with disabilities have equal opportunity in all personnel processes, including recruitment, hiring, promotion, training, and awards; and,
  • Implement the AEP as a management process to reduce/eliminate barriers that limit employment opportunities for members of a particular race, ethnic background, sex, or because of a disability.

The Office of Civil Rights fosters a work environment free of discrimination through Affirmative Employment, Inclusion, Diversity, Equity, and Accessibility (IDEA) Management, and Outreach Programs.  AEP/Equity program goals are achieved through activities in multiple EEO program areas and purposeful collaboration with key stakeholders and leadership throughout the organization The programs include:

Management Directive 715:

  • Six Essential Elements of a Model EEO Program
    • Demonstrated Commitment from Agency Leadership
    • Integration of EEO into the Agency's Strategic Mission
    • Management and Program Accountability
    • Proactive Prevention of Unlawful Discrimination
    • Efficiency
    • Responsiveness and Legal Compliance
  • Barrier Analysis
  • Special Emphasis Programs
    • Special Observance Events

“…the Federal Government must be a model for diversity, equity, inclusion, and accessibility, where all employees are treated with dignity and respect. Accordingly, the Federal Government must strengthen its ability to recruit, hire, develop, promote, and retain our Nation’s talent and remove barriers to equal opportunity…”

– EO 14035, Advancing DEIA in the Federal Workforce


BLM Special Observances

  • ​January 15 - ​Dr. Martin Luther King, Jr. Birthday​​
  • February - ​Black History Month
  • March - ​Women’s History Month
  • April - ​Holocaust Remembrance
  • May - ​Asian American, Native Hawaiian, Pacific Islander Heritage Month
  • June - ​LGBTQ Pride Month
  • August 26 - ​Women’s Equality Day
  • August - ​Department of the Interior’s Diversity Day
  • ​September 15th – October 15th - ​Hispanic Heritage Month
  • October - ​National Disability Employment Awareness Month
  • November - ​Native American Heritage Month