GSA Policy on Equal Employment Opportunity (EEO)

1.  Purpose

This directive defines and prescribes GSA's policy on equal employment opportunity (EEO). This Policy supports GSA’s commitment to provide a workplace free of discrimination, harassment and retaliation in accordance with all federal civil rights laws, executive orders, regulations, policies, and guidance. 

2.  Background

GSA’s goal is to prevent and address workplace discrimination, harassment, and retaliation in order to create and maintain a fair and equitable workplace where all GSA employees, former employees, and applicants for employment have equal employment opportunities.

3.  Responsibilities

     a.  The Associate Administrator for GSA’s Office of Civil Rights (OCR) is responsible for developing and disseminating this policy. The processing and resolution of EEO complaints are the responsibility of OCR. OCR is responsible for managing GSA's nationwide civil rights programs. 

     b.  The processing and prospective resolution of harassment allegations (outside of the EEO context) are the responsibility of the Office of Human Resources Management (OHRM).  OHRM is responsible for managing GSA's nationwide human capital programs. 

     c.  GSA executives, managers, supervisors, and employees share the responsibility for creating and maintaining a workplace that is free from discrimination, harassment, and retaliation, and in which all employees, former employees, and applicants for employment have a fair and equitable work environment which promotes equal opportunity.  

4.  Scope and Applicability

EEO covers the broad spectrum of GSA’s personnel and employment programs as well as management practices and decisions including, but not limited to:

     a.  Recruitment;

     b.  Hiring;

     c.  Merit promotion;

     d.  Transfer;

     e.  Reassignments;

     f.  Training and career development;

     g.  Benefits; and

     h.  Separation.

This order applies to all GSA employees, former employees, and applicants for employment with GSA, with the following exceptions:

    a.  The Office of the Inspector General. The Office of Inspector General (OIG) has independent personnel authority. See GSA Order ADM P 5450.39D GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management; and

    b.  This policy applies to personnel of the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act and it does not conflict with other CBCA policies or the CBCA mission.