Office of Equal Employment Opportunity (OEEO)
Welcome to the Defense Counterintelligence and Security Agency (DCSA) Office of Equal Employment Opportunity (OEEO). DCSA’s OEEO supports employees by promoting and facilitating compliance with EEO laws, regulations, and mandates; providing leadership and guidance to management officials and employees on all aspects of EEO; preventing and addressing unlawful employment discrimination through training and awareness; reporting and data analytics; and ensuring that all employees have a work environment free from unlawful discrimination, harassment, or retaliation/reprisal and that will support them in the fulfillment of DCSA’s mission and goals. In addition to these functions, the OEEO also promotes and facilitates Agency compliance with providing reasonable accommodations for disabilities and religious beliefs, observances, and practices unless it causes an undue hardship and, consistent with the Pregnant Workers’ Fairness Act, OEEO supports the Agency’s provision of temporary accommodations to an employee’s or applicant’s known limitations relating to pregnancy, childbirth, or related medical conditions, unless it causes an undue hardship.
Mission
The OEEO's mission is to drive innovation and position the DCSA as a premier organization by utilizing the skills of a trusted workforce, eradicating unlawful discrimination and workplace harassment, and creating an environment where all employees are valued, respected, and empowered to reach their full potential.
The OEEO upholds the EEOC’s six essential elements as described in the EEOC Management Directive 715, for a model EEO program. These elements are the foundation of our commitment:
- Demonstrated Commitment from DCSA Leadership: Ensuring EEO principles are championed from the highest level within the organization.
- Integration of EEO into DCSA’s Strategic Mission: Weaving equal opportunity into the fabric of the agency's mission.
- Management and Program Accountability: Holding leaders and staff responsible for maintaining a fair and equitable workplace.
- Proactive Prevention of Unlawful Discrimination: Taking active steps to prevent discrimination and harassment before they occur.
- Efficiency: Executing EEO responsibilities in a timely and effective manner.
- Responsiveness and Legal Compliance: Adhering to all legal requirements and policies, and responding appropriately to EEO matters.
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020
DCSA is steadfastly committed to a respectful and dignified work environment where all individuals have equal opportunity. The Elijah E. Cummings Act of 2020 (as amended) strengthens federal antidiscrimination laws and expands accountability outlined in the Federal Employee Antidiscrimination and Retaliation (No FEAR) Act of 2002.
In accordance with this act, DCSA will publicly post a notification for one year following any finding of discrimination or retaliation. Any notice issued will include the finding of discrimination (including retaliation) made, the date on which the finding was made, the date(s) of each discriminatory act, the law(s) violated, and advises employees of the rights and protections available under applicable civil rights laws. Findings of discrimination, if any, are listed below.
What OEEO offers
The OEEO is organized under three branches - Affirmative Employment Program, EEO Complaints, and Compliance and Reasonable Accommodation. Daily operations focus on development and implementation of policies, programs, and initiatives related to equal employment opportunity, training, alternative dispute resolution, focus groups, advice/counseling, reasonable accommodation for individuals with qualifying disabilities, required reporting, and continuous assessments to identify agency trends and workplace challenges.
No Fear Act
No Fear Act
Your Rights and Protections Against Discrimination
The Defense Counterintelligence and Security Agency (DCSA) is committed to ensuring equal employment opportunity and protecting the rights of our employees, former employees, and applicants. This report provides summary data on equal employment opportunity (EEO) complaints filed with the DCSA, as required by the Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002 (No FEAR Act).
The No FEAR Act aims to increase the accountability of federal agencies for violations of anti-discrimination and whistleblower protection laws.
Federal agencies must demonstrate transparency in their EEO activities and take positive steps to resolve complaints efficiently and fairly.
Key Provisions of the No FEAR Act
The No FEAR Act, which became effective on October 1, 2003, after its inception on May 15 2002, core purpose was to increase federal agency’s accountability for anti-discrimination and whistleblower protections and require agencies to:
- Notify employees and applicants about their rights under discrimination and whistleblower laws.
- Publicly post statistical data on EEO complaints on their websites.
- Train managers on workforce diversity, conflict resolution, and communication skills.
- Study the trends and causes of discrimination complaints to improve the work environment.
- Discipline employees who have engaged in discrimination or retaliation.
- Reimburse the Judgment Fund for settlements or judgments in discrimination and whistleblower cases.
- Report annually to Congress, the Attorney General, and the U.S. Equal Employment Opportunity Commission (EEOC) on their progress.
- Produce annual reports of status and progress to Congress, the Attorney General and the U.S. Equal Employment Commission.
Key Provisions of the No FEAR Act
Statistical data for EEO complaints filed with the DCSA is available online.
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