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Equal Employment Opportunity

Policy Statements

Equal Employment Opportunity and Affirmative Employment Policy Statement

From the Desk of Robert M. Groves, Director

The U.S. Census Bureau has a policy to ensure that all employees and applicants have an equal opportunity for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, disability, or reprisal. The Genetic Information Nondiscrimination Act of 2008 (GINA) became effective on November 21, 2009. This new law prohibits employers, including Federal Agencies, from discriminating against job applicants and employees based on genetic information. GINA also restricts employers' acquisition and disclosure of genetic information. In addition, the Census Bureau is committed to providing a work environment free from retaliation based upon participation in the Equal Employment Opportunity (EEO) process.

The Census Bureau is committed to increasing the employment and advancement opportunities of groups protected under the federal employment statutes who are underrepresented in the Census Bureau's work force as compared to their relevant civilian labor force levels. I am committed to adhering to EEO laws and to achieving a work force that reflects the Nation's diversity through the implementation of an effective affirmative employment program.

We will continue to make strong, positive efforts to ensure that all persons are given full and appropriate consideration for employment, promotions, training, and participation in all Census Bureau sponsored programs.

We will continue to value and respect the differences each employee brings from his/her culture. In addition, supervisors and managers will continue to foster an environment where all employees are judged on their merits, and to promote a workplace free of discriminatory policies and practices. Managers and supervisors are held accountable for supporting the Agency's EEO policy and programs.

I expect supervisors and managers to promote the Agency's EEO policy in all of their employment activities, including the Affirmative Employment program. The Census Bureau studies a society of increasing socio-demographic diversity. Diversity in our work force enhances our ability to accomplish the Census Bureau's mission because it increases the range of skills and approaches available to us. Working together, we can reach our affirmative employment objectives and be a model agency for EEO.

Census Headquarters, Regional Offices, and National Processing Center employees (including the Telephone Centers) who believe they have been subjected to discrimination may initiate a discrimination complaint by contacting the Equal Employment Office (EEO) at (301) 763-2853 or 1 (800) 872-6096; or the National Processing Center's EEO Office at (812) 218-3472 within 45 calendar days of the alleged harassment. Employees in a bargaining unit may file a complaint through the negotiated grievance procedures.

  —October 12, 2010


U.S. Census Bureau Policy on Prevention of Sexual Harassment

From the Desk of Robert M. Groves, Director

The U.S. Census Bureau is committed to providing a workplace free from harassment based on an individual's sex, race, color, national origin, age, sexual orientation, religion, disability or reprisal. Harassment targeted at any individual or group will not be tolerated or condoned by the Census Bureau. Employees must feel free to report such conduct without fear of retaliation. Employees found to have engaged in harassment or discrimination will be subjected to disciplinary action, up to and including removal.

Harassment can be sexual or non-sexual by definition. Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for career or employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment. Sexual harassment also includes offensive comments or behavior directed at a person because of his or her sex.

Every employee has a role in the prevention or elimination of harassment by (1) examining his/her behavior on the job, (2) supporting the Census Bureau's policy on prevention of harassment, (3) notifying his/her supervisor or higher-level manager when there is a concern. Managers and supervisors are held accountable for enforcing standards of appropriate office behavior and are expected to follow the guidelines and procedures set forth in the Department of Commerce DAO 202-955 after receiving a report of alleged harassment.

Unlawful harassment adversely affects both mission accomplishments and productivity in the workplace, and it is against the law. Census Headquarters and Regional Office, and National Processing Center employees who believe they have been subjected to harassment (including sexual harassment) may contact a specialist in the Employee Relations Branch at (301) 763-3701, the Employee Assistance Program Manager at (301) 763-1681, or the EEO Office at the National Processing Center at (812) 218-3472.

All employees may initiate a discrimination complaint by contacting the Equal Employment Office (EEO) at (301) 763-2853 or 1 (800) 872-6096, or the National Processing Center's EEO Office at (812) 218-3472 within 45 calendar days of the alleged harassment. Employees in a bargaining unit may file a complaint through the negotiated grievance procedures.

  —October 12, 2010

Source: U.S. Census Bureau | Equal Employment Opportunity | DIR.ADR.Coordinator@census.gov | Last Revised: August 28, 2012