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EEO Policy Statement

Updated for 2014

The mission of the Department of Health and Human Services (HHS) is to protect the health of all Americans and provide essential human services, especially for those who are least able to help themselves. Fundamental to our mission is our obligation to honor the diversity of our workforce and ensure all employees are treated with respect and dignity.

I fully understand and support the value of diversity in improving organizational efficiency and effectiveness. I intend to promote a climate of innovation, opportunity, and success within the Department that capitalizes on the cultural, professional, and personal diversity of our workforce. Additionally, I am equally committed to the full and meaningful implementation of Equal Employment Opportunity (EEO) policies for all HHS employees and applicants. My aim is to ensure HHS embodies a model organizational committed to preventing, stopping and remedying all forms of discrimination or harassment that occur in our workplace.

I expect an environment across HHS, free of discrimination and any form of harassment, where all employees may work without fear of reprisal; where qualified employees and applicants with disabilities receive reasonable accommodations so they can be successful at their work; and where all employees are recognized for their individual performance and contributions to HHS.

HHS employees are protected by federal laws, Presidential Executive Orders, and other directives and policies banning discrimination and harassment on the basis of race, color, religion, sex (including sexual harassment, pregnancy and gender identity), national origin, age (40 years of age or over), disability (physical or mental), family medical history or genetic information. Through not within the purview of EEO, it also is HHS policy to prohibit discrimination based on political affiliation, sexual orientation, status as a parent, marital status, military service or any other non-merit based factor. These protections extend to all management practices and decisions, including recruitment and hiring practices, appraisal systems, promotions, training and career development programs.

All employees, including supervisors and other management personnel, are expected to respond appropriately to allegations of harassment and are required to uphold governing laws and our policy. To that end, managers and supervisors will complete periodic required training to ensure they clearly understand their role and responsibility in addressing and eliminating all forms of harassment.