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Office of Equal Employment Opportunity, Diversity, and Inclusion (EEODI)

Office of Equal Employment Opportunity, Diversity, and Inclusion (EEODI)

The U.S. Census Bureau’s Office of Equal Employment Opportunity, Diversity and Inclusion (EEODI) is dedicated to fully implementing the policies, statutes, and laws that are designed to value and protect each employee and create an environment where all employees may work without fear of discrimination, harassment or reprisal. The result will be an equitable, inclusive, and empowered workforce which is treated with respect and dignity throughout the Census Bureau.

EEODI will promptly address allegations of discrimination by:

  • Ensuring implementation of laws, regulations, and policies in order to provide equal employment opportunity for employees and applicants for employment, to prohibit discrimination due to race, color, religion, sex (including pregnancy, sexual orientation and gender identity), national origin, age (40 or older), disability, retaliation/reprisal for protected activity, or Genetic Information Nondiscrimination Act (GINA).
  • Continually explaining patterns and new trends to managers and supervisors and encouraging their collaborative efforts towards resolution.
  • Creating opportunities for all parties to promptly resolve issues.

EEODI Resource Center

Equal Employment Opportunity (EEO)

The Equal Employment Opportunity Team processes informal complaints of alleged discrimination due to an individual’s race, color, religion, sex (including pregnancy and related conditions, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information. The office also educates the workforce on discrimination laws prevention techniques.

Alternative Dispute Resolution (ADR) Program

Alternative Dispute Resolution (ADR) is an effective tool for employees, managers, and supervisors in resolving various workplace conflicts and disputes. 

Diversity & Inclusion

At the Census Bureau, we define equity and inclusion as the consistent and systematic fair, just, and impartial treatment of all individuals, including individuals who belong to underserved communities that have been denied such treatment, and the recognition, appreciation, and use of the talents and skills of employees of all backgrounds. Additionally, we define diversity as identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs of the American people. At the Census Bureau, employees are empowered to fully participate, belong, and contribute.

Management Directive (MD-715) Report and Affirmative Action Plan

The Census Bureau is required to prepare an annual MD-715 report outlining efforts to establish and maintain a model EEO program. The affirmative action plan describes how the agency will improve the recruitment, hiring, advancement, and retention of applicants and employees with disabilities (including targeted disabilities).

Policy Statements

Policy statements define the rights as well as the duties of the organization. They provide guidance to ensure the workplace reflects the core values and the principles of equity, inclusion, diversity and belonging.

Department Administrative Orders (DAOs)

Department Administrative Orders are used to document and mandate continuing policies, standards, requirements and procedures issued by the Department of Commerce, Office of the Secretary.

Contact Us

Toll Free: (800) 872-6096

EEO Office Voice: (301) 763-2853

ADR Voice: (301) 763-5118

E-Fax: (301) 763-9590

Federal Relay Service: (800) 877-0996

Ask EEODI: eeo.general.mailbox@census.gov

To file an EEO Complaint: eeo.complaints@census.gov

Other Resources

Whistleblower Protection and Prohibited Personnel Practices

The U.S. Office of Special Counsel (OSC) is an independent agency that protects federal employees from prohibited personnel practices, including whistleblower retaliation and unlawful hiring practices.  OSC also provides an independent, secure channel for disclosing and resolving wrongdoing in federal agencies.  

The Whistleblower Protection Act of 1989 and the Whistleblower Protection Enhancement Act of 2012 provide the right for all covered federal employees to make whistleblower disclosures and to ensure that employees are protected from whistleblower retaliation.  The Dr. Chris Kirkpatrick Whistleblower Protection Act of 2017 and OSC’s Reauthorization Act of 2017 further enhanced and reinforced these rights and protections.  

Whistleblowing is defined as the disclosure of information that an employee reasonably believes evidence:  a violation of any law, rule, or regulation; gross mismanagement; gross waste of funds; an abuse of authority; a substantial and specific danger to public health or safety; or censorship related to scientific research or analysis.  Employees may make lawful disclosures to anyone, including, for example, management officials, the Inspector General of an agency, and/or OSC.  

Please review "Know Your Rights When Reporting Wrongs," which provides detailed information on prohibited personnel practices and employees’ rights to file complaints with OSC.  Additionally, I encourage you to review "Your Rights as a Federal Employee," which describes different avenues for making whistleblower disclosures as a federal employee.  More information can also be found on the OSC website.   

Page Last Revised - February 23, 2024
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