Equal Employment Opportunity Standards

October 2016

The Federal Reserve Board (Board) is committed to ensuring equality in all aspects of employment, and to fostering diversity and inclusion in the workplace. This includes both the letter and the spirit of all current law. In support of this commitment, the Board's 2016-19 Strategic Plan includes a strategic objective focusing on the recruitment, development, and retention of a highly skilled workforce that enables the Board to meet its mission and to foster and sustain a diverse and inclusive environment. Also supporting the Board's commitment is a dedicated Equal Employment Opportunity (EEO) Program and a set of EEO standards and actions, which are outlined below.

EEO Program Mission

The EEO Program directs the Board's policy of providing equal opportunity in employment for all persons. This policy prohibits discrimination in employment on the basis of race, religion, color, national origin, disability, age, sex, sexual orientation, gender identity, genetic information, or any application, membership, or service in the uniformed services and promotes the full realization of EEO and diversity through continuing affirmative programs.

EEO Responsibility at the Board

The Board's Office of Diversity and Inclusion (ODI) oversees the EEO Program and is responsible for implementing and enforcing the mandates of various antidiscrimination laws such as the Equal Pay Act of 1963, title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, section 501 of the Rehabilitation Act of 1973, and the Genetic Information Nondiscrimination Act of 2008 as well as other policy directives concerning EEO in the federal sector.

The ODI ensures that statutory and legal requirements are met for processing discrimination complaints as well as for an affirmative program for equal employment, reasonable accommodation, and accessibility. The ODI also monitors the Board's compliance with Equal Employment Opportunity Commission (EEOC) requirements and with the rules implementing the Notification and Federal Employee Antidiscrimination Act of 2002 (No FEAR Act).

EEO Standards at the Board

Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act of 2010 charged the Board of Governors with responsibility for developing internal standards for equal employment opportunity and the racial, ethnic, and gender diversity in the workforce and senior management of the agency.

The standards for equal employment opportunity at the Board are aligned with the EEOC's Management Directive 715 and Management Directive 110, the No FEAR Act, and the Board's Rules Regarding Equal Opportunity (12 CFR part 268). Each of these is summarized below.

  1. Management Directive 715 contains policy guidance and standards for establishing and maintaining an effective affirmative program for EEO.
  2. Management Directive 110 contains procedures that must be followed when processing complaints of discrimination filed by federal employees and by applicants for federal employment alleging employment discrimination.
  3. The No FEAR Act improves accountability for antidiscrimination and whistleblower protection. The Office of Personnel Management has implemented rules regarding the reporting and training requirements under the No FEAR Act.
  4. The Board's Rules Regarding Equal Opportunity set forth the requirements and procedures relating to the Board's policies to promote equal opportunity.

Actions to Promote EEO at the Board

In order to implement its EEO Program according to these standards, the Board will take the following actions:

  • develop the plans, procedures, and policies necessary to carry out its EEO Program
  • make available an alternative dispute-resolution program for both pre-complaint and formal complainants
  • make written materials available to all employees and applicants informing them of the variety of equal opportunity programs and administrative and remedial procedures available to them and prominently post such written materials in offices throughout the Board's facilities
  • ensure that Board employees fully cooperate with EEO counselors and Board EEO staff in the processing and resolution of EEO complaints
  • publicize to all employees and post at all times the names and telephone numbers of the EEO counselors, a notice of the time limits and necessity of contacting a counselor before filing an EEO complaint, and the telephone number and address of the EEO Program director
  • provide required notice to employees, former employees, and applicants for employment concerning the rights and remedies applicable to them under the employment discrimination and whistleblower-protection laws
  • provide required No FEAR Act training every two years for all employees and official staff, and within 90 days of a new employee's date of employment
  • submit to Congress, the EEOC, the Department of Justice, and the Office of Personnel Management an annual report setting forth information about the Board's activities to ensure compliance with employment discrimination and whistleblower-protection laws
  • post quarterly on the Board's website a summary report of No FEAR Act statistical data detailing the status of EEO complaints filed

The Board's EEO Program will serve as a resource to management by providing direction, guidance, and monitoring of activities to achieve an inclusive work environment free of barriers to equal opportunity.

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Last Update: March 10, 2017