Army Equity and Inclusion Agency

Diversity is the Force, Equity is the Goal, Inclusion is the Way.

Mission

Provide policy, supervision and oversight of Civil ​Rights and Equal Employment Opportunity, EEO Compliance and Complaints of Discrimination, ​Army Command Policy, Military Equal Opportunity, ​and Inclusion.​ Army Accessibility Military Equal Opportunity Civilian Equal Employment Opportunity Civilian EEO Compliance and Complaints Executive Programs and Outreach Resources and Reports

Equity and Inclusion Agency Leadership

  • Dr. Michelle L. Zbylut, Senior Advisor to the Secretary of the Army for Diversity & Inclusion
    Deputy Assistant Secretary of the Army (Equity and Inclusion)
    Dr. Michelle L. Zbylut, Senior Advisor to the Secretary of the Army for Diversity & Inclusion

Equity and Inclusion Agency Fact Sheet

Fact Sheet as of 5 October, 2023

Equity and Inclusion Agency Directorate Overview

  • The Equal Opportunity program formulates, directs, and sustains a comprehensive effort to maximize human potential to ensure fair treatment for military personnel and family members without regard to race, color, sex (to include gender identity), religion, national origin, or sexual orientation and provide an environment free from unlawful discrimination and offensive behavior.
  • Leading the Army's effort to move to a model EEO program. Develops policy, manages programs and provides technical guidance/assistance throughout the Army's enterprise.
  • The mission of the Equal Employment Opportunity Compliance and Complaints Review directorate is to fully and fairly adjudicate civilian employee complaints of discrimination on behalf of the Secretary of the Army. No Fear Act: https://www.army.mil/article/236698
  • Establishes Army profession and leadership policy by defining key terms and responsibilities associated with the Army profession and appropriate leadership practices and methods for Soldiers and Army Civilians.

Contact Us

Email: usarmy.pentagon.hqda-asa-mra.mbx.dasa-aei@army.mil Address: Building 214, Fort Belvoir, Virginia 22060

Equity and Inclusion Agency Organization Chart

Under Review

Be All You Can Be!

Department of the Army Accessibility Statement The Department of the Army (DA) is committed to meeting or exceeding the accessibility requirements of the Rehabilitation Act of 1973, as amended, and the Architectural Barriers Act of 1968. Accessibility for individuals with disabilities (IWD) is addressed as follows: Information and Communication Technology. Ensuring DA electronic and information technology is accessible to IWD, in accordance with Section 508 of the Rehabilitation Act of 1973, as amended (“Section 508”) (29 U.S.C. Section 794d). Section 508 requires all electronic and information technology (also referred to as information and communication technology or ICT) that is developed, procured, maintained, or used by federal agencies to be accessible to IWD. Examples of ICT include web sites, telephones, multimedia devices, and copiers. Access available to IWD must be comparable to access available to others. Section 508 standards are the technical requirements and criteria used to measure conformance with the law and are developed and maintained by the United States Access Board. Further information about the Access Board’s standards and Section 508 generally may be found on the Section 508 website. Facilities and Physical Infrastructure. Ensuring DA facilities and physical infrastructure are accessible to IWD, in accordance with the standards established under the Architectural Barriers Act of 1968 (ABA), as adopted by the Department of Defense (DoD) and enforced by the U.S. Access Board. The ABA of 1968 (42 U.S.C. §§ 4151-57) requires that buildings and facilities that were designed, built, constructed, altered, leased, or financed with Federal funds, by or on behalf of the United States, after August 12, 1968, be accessible to IWD. The Access Board’s accessibility standards are available on their website About the ABA Standards. Reasonable Accommodation and Personal Assistance Services. Providing reasonable accommodations (RA) and personal assistance services (PAS) for qualified DA employees and job applicants with disabilities, in accordance with Section 501 of the Rehabilitation Act of 1973, as amended (12 Code of Federal Regulations Section 268.203). Access to All Programs and Activities Conducted or Funded by DA. Providing access to IWD comparable to those who do not have disabilities in accordance with Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S. Code Section 794). Reporting Accessibility Issues or Filing Accessibility Complaints Information and Communication Technology and Assistive Technology: If you encounter an ICT accessibility issue or want to file a Section 508 complaint associated with Army ICT, please send a detailed report via e-mail to the Army Equity and Inclusion Agency. Include your contact information, and a description of the specific accessibility concern. Include “Section 508” in the subject line. If the alleged violation of Section 508 is related to employment, you must contact your servicing Equal Employment Opportunity Office or the Army Equity and Inclusion Agency within 45 calendar days of the alleged violation or within 45 calendar days of you becoming aware of the violation. To file a complaint regarding another agency’s ICT, contact that agency’s Section 508 Coordinator. Contact information for Section 508 Coordinators may be found on the Section 508 Coordinator Listing page. If you wish to file a complaint with DoD, complete and submit the Chief Information Officer Section 508 Form. Additional information on accessibility of electronic and information technologies is available from the Department of Defense Chief Information Officer Accessibility Statement page. DA Facilities and Physical Infrastructure: If you encounter a facilities or physical infrastructure accessibility issue, please send a detailed report via e-mail to the Army Equity and Inclusion Agency. Include your contact information, the name and address of the building or facility, and a description of the specific accessibility concern. Include “Facility Accessibility” in the subject line. If the alleged violation is related to employment, you must contact your servicing Equal Employment Opportunity (EEO) office or the Army Equity and Inclusion Agency within 45 calendar days of the alleged violation or within 45 calendar days of you becoming aware of the violation. Additional information on how to file an ABA complaint through the U.S. Access Board can be found on the Access Board Enforcement page. RA and PAS for DA Civilian Employees and Job Applicants: If you are a DA Civilian in need of reasonable accommodation or personal assistance services to perform the essential functions of your job, or to enjoy equal access to the benefits and privileges of employment, contact your first level supervisor, and your servicing EEO Office. If you are an applicant for a DA civilian job and need reasonable accommodation or personal assistance services during the application process, contact the human resources point of contact listed on the vacancy announcement. Additional information on RA and PAS can be found under Policies on the Army’s Equity and Inclusion Agency webpage and in the governing regulation, Army Regulation 690-12, Equal Employment Opportunity. Participants in DA Conducted or Funded Programs and Activities: Visitors participating in DA sponsored or funded programs and activities who need modifications/accommodations should contact the organizer or office conducting the event(s). If information for the organizer is not available, you may request assistance by sending a detailed email with your contact information to the Army Equity and Inclusion Agency. Include “Section 504” in the subject line.

Military Equal Opportunity Policies Signed by the Secretary of the Army

The Military Equal Opportunity and Harassment Prevention and Response Policy was signed by the Secretary of the Army on March 7, 2022 in compliance with DoDI 1020.03, “Harassment Prevention and Response in the Armed Forces,” issued February 8, 2018, and updated December 29, 2020 and the DoDI 1350.02, “DoD Military Equal Opportunity Program,” issued September 4, 2020.  These policies are a reminder that all Soldiers and their Family members are protected against discrimination when it involves: unfair treatment because of race, color, religion, sex (including pregnancy and gender identity), national origin and/or sexual orientation. Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB] Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB]

Laws

  • The Genetic Information Nondiscrimination Act of 2008: To prohibit discrimination on the basis of genetic information with respect to health insurance and employment. https://www.eeoc.gov/statutes/genetic-information-nondiscrimination-act-2008 Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002: The No FEAR Act is intended to reduce the incidence of workplace discrimination within the federal government by making agencies and departments more accountable. https://www.opm.gov/equal-employment-opportunity/no-fear-act/ The Pregnancy Discrimination Act of 1978: To amend Title VII of the Civil Rights Act of 1964 to prohibit sex discrimination on the basis of pregnancy https://www.eeoc.gov/statutes/pregnancy-discrimination-act-1978 Rehabilitation Act of 1973; Sections 501 and 505: Section 501 prohibits employment discrimination against individuals with disabilities in the federal sector. Section 505 contains provisions governing remedies and attorney's fees under Section 501. https://www.eeoc.gov/statutes/rehabilitation-act-1973 Title VII of the Civil Rights Act of 1964: Title VII prohibits employment discrimination based on race, color, religion, sex and national origin. https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964 5 CFR 720 Affirmative Employment Programs: This section incorporates the statutory requirements for establishing and conducting an equal opportunity recruitment program consistent with law within the Federal civil service. https://www.ecfr.gov/current/title-5/chapter-I/subchapter-B/part-720?toc=1 29 CFR 1614 Federal Sector Equal Employment Opportunity Complaint Processing Regulations: The statutes enforced by EEOC make it illegal to discriminate against employees or applicants for employment on the bases of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, or age. https://www.eeoc.gov/publications/facts-about-federal-sector-equal-employment-opportunity-complaint-processing 36 CFR 1191 Architectural Barriers Act of 1968: The law requires that buildings or facilities that were designed, built, or altered with federal dollars or leased by federal agencies after August 12, 1968 be accessible. https://www.access-board.gov/law/aba.html#:~:text=The%20ABA%20stands%20as%20the,August%2012%2C%201968%20be%20accessible.

Executive Orders

  • EO 11478 Equal Employment Opportunity in the Federal Government Executive Order 11478- Equal employment opportunity in the Federal Government.pdf [PDF - 61.4 KB] EO 13166—Improving Access to Services for Persons With Limited English Proficiency Executive Order 13166—Improving Access to Services for Persons with Limited English Proficiency.pdf [PDF - 275.8 KB] EO 13515 Increasing Participation of Asian Americans and Pacific Islanders in Federal Programs EO 13515 Increasing Participation of Asian Americans and Pacific Islanders in Federal Programs.pdf [PDF - 14.7 KB] EO 13548 Increasing Federal Employment of Individuals with Disabilities EO 13548 Increasing Federal Employment of Individuals with Disabilities.pdf [PDF - 44.9 KB] EO 13583 Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce EO 13583 Establishing a Coordinated Government-Wide Initiative to Promote Diversity and Inclusion in the Federal Workforce.pdf [PDF - 175.3 KB] EO 13985 Advancing Racial Equity and Support for Underserved Communities Through the Federal Government Federal Register :: Advancing Racial Equity and Support for Underserved Communities Through the Federal Government EO 13988 Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation EO 13988 Preventing and Combating Discrimination on the Basis of Gender Identity or Sexual Orientation.pdf [PDF - 199.5 KB] EO 14031 Advancing Equity, Justice, and Opportunity for Asian Americans, Native Hawaiians, and Pacific Islanders EO 14031 Advancing Equity, Justice, and Opportunity for Asian Americans, Native Hawaiians, and Pacific Islanders.pdf [PDF - 222.6 KB] EO14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce EO14035 Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce.pdf [PDF - 255.2 KB] EO 14049 White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity for Native Americans and Strengthening Tribal Colleges and Universities EO 14049 White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity for Native Americans and Strengthening Tribal Colleges and Universities.pdf [PDF - 218.5 KB] EO 14091 Further Advancing Racial Equity and Support for Underserved Communities Through the Federal Government Federal Register :: Further Advancing Racial Equity and Support for Underserved Communities Through the Federal Government

Directives

  • Management Directive 110 Management Directive 110 provides federal agencies with Commission policies, procedures, and guidance relating to the processing of employment discrimination complaints governed by the Commission’s regulations in 29 C.F.R. Part 1614. Management Directive 110 | U.S. Equal Employment Opportunity Commission (eeoc.gov)

Strategies

  • Army People Strategy The Army People Strategy describes how we will shift from simply “distributing personnel” to more deliberately managing the talents of our Soldiers and Civilians. Army People Strategy Army People Strategy Civilian Implementation Plan The APS and the CIP describe the Army Civilian talent management vision, enabling infrastructure, and concerted unity of effort needed to acquire, develop, employ, and retain civilian talent in support of Army readiness. Army Civilian Implementation Plan 2022.pdf [PDF - 2 MB]

Regulations

  • AR 690-12 Equal Employment Opportunity and Diversity This regulation establishes Department of the Army (DA) policies, responsibilities, implementing guidance and procedures for administering the Army’s Equal Employment Opportunity and Diversity Program in accordance with Federal guidelines. AR 690-12 EEO and Diversity 2019.pdf [PDF - 1.7 MB] AR 690-600 Equal Employment Opportunity Discrimination Complaints This regulation prescribes policy, responsibilities, and procedures for counseling, filing, processing, investigating, settling, deciding, and acting on equal employment opportunity (EEO) complaints. AR 690-600 EEO Discrimination Complaints 2004.pdf [PDF - 3.4 MB]

Policies

  • Army Civilian EEO Policy The Army is committed to developing and fostering an environment that promotes and reflects diversity, equity, inclusion, and accessibility. Army Civilian EEO Policy.pdf [PDF - 598 KB] Army Harassment Prevention and Response Policy The Army is committed to providing a workplace that is free from all forms of harassment and where individuals are treated with dignity and respect. Army Harassment Prevention and Response Policy.pdf [PDF - 99.3 KB] Pregnant Workers Fairness Act Under the Pregnant Workers Fairness Act, reasonable accommodations are provided for qualified applicants and employees with temporary limitations due to pregnancy, childbirth, or related medical conditions. PWFA (Healthcare Poster).pdf [PDF - 271.4 KB] PWFA Infographic.pdf [PDF - 1.1 MB] Army Pregnant Workers Fairness Act Interim Guidance June 2023.pdf [PDF - 144.9 KB] Employee Resource Group and Special Emphasis Programs ERGs serve as a catalyst for workplace inclusion by leveraging diversity to create a competitive advantage. These groups provide recommendations on issues impacting the group and serve as a critical enabler in resolving matters before they develop into inhibitors to organizational success. Army Employee Resource Group and Special Emphasis Programs Policy 2023.pdf [PDF - 226.9 KB] Tools for Employee Inclusion SUPPORTING EQUITY & INCLUSION THROUGH EMPLOYEE RESOURCE GROUPS (ERGs) AND EEO SPECIAL EMPHASIS PROGRAMS (SEPs).pdf [PDF - 1.5 MB]

EEO Access to HR Systems

  • EEO Access to Human Resource Systems.pdf [PDF - 184.8 KB]

Accessibility

  • The Department of the Army (DA) is committed to meeting or exceeding the accessibility requirements of the Rehabilitation Act of 1973, as amended, and the Architectural Barriers Act of 1968. Department of the Army Accessibility Statement.pdf [PDF - 93 KB]
  • It is Army policy to provide RA and/or PAS to qualified individuals with disabilities who are employees or applicants for employment, unless doing so would cause undue hardship. Army Reasonable Accommodations and Personal Assistance Services.pdf [PDF - 141.3 KB]

Plans and Reports

  • Management Directive 715 Equal Employment Opportunity Commission Management Directive 715 (MD-715) is policy guidance for federal agencies to establish and maintain effective EEO programs, as required by Title VII of the Civil Rights Act of 1964 and the Rehabilitation Act of 1973. This directive requires the United States Army to report annually on the status of its program. For additional information, please visit Instructions to Federal Agencies for EEO MD-715. Army FY 21 MD715 Report.pdf [PDF - 1.3 MB] Army FY 22 MD715 Report.pdf [PDF - 1.6 MB] FY22 MD 715 Report State of the Agency Brief (SOA).pdf [PDF - 280.6 KB] Army FY 23 EEO MD 715 Report Template.docx [DOCX - 470.5 KB] ARMY Bi-Monthly EEO MD 715 WG Meeting Slide.pptx [PPTX - 64.6 KB]
  • Federal Equal Opportunity Recruitment Program (FEORP) HQDA FY22 FEORP Report.docx [DOCX - 198.8 KB] HQDA Annual FEORP Plan Certification 2022.pdf [PDF - 160.4 KB]
  • FY 22 Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities.pdf [PDF - 65.7 KB]
  • Army FY23 DVAAP Plan and Certification.pdf [PDF - 1.2 MB] Army FY23 DVAAP Accomplishment Report.pdf [PDF - 430.6 KB]

Training and Education

  • MD 715 Reporter: Please use this video walk through to learn how to prepare and upload applicant data into the MD 715 reporter system. https://youtu.be/UXd4dYdBGOk?si=EHxmROxLPk6JHhhr For assistance, please email us at: usarmy.pentagon.hqda-asa-mra.mbx.i-eeopp-helpdesk@army.mil Equal Employment Opportunity Training EEO Supervisor Training: EEO Supervisor Tng 203B v6.pdf [PDF - 838.6 KB] EEO Non-Supervisor Training: EEO Non-Supervisor Tng 203A v6.pdf [PDF - 838.7 KB]

Programs

  • The U.S. EEO Commission (EEOC) requires all federal agencies to evaluate compliance and effectiveness of the agency’s Equal Employment Opportunity (EEO) Program. The EEO Program evaluation and assessment will review an agency’s Program compliance and accountability IAW 29 Code of Federal Regulation, Part 1614.102 (b,11), EEOC MD 110, Department of Defense (DoD) Directive 1440.1, AR 690-12, and AR 690-600. Program Evaluation Guide.docx [DOCX - 563.7 KB]

Boards

  • To provide guidance, identify systemic and institution policy and practices that prevent the full realization of EEO, develop strategy, implement policy, analyze programmatic trends, and recommend solutions to achieve and maintain compliance with the Equal Employment Opportunity Commission requirements for a "Model EEO Program." Army EEO BOD Charter DRAFT.pdf [PDF - 119.2 KB]

Working Groups

  • Resources:

Sample Memos

  • Sample Memos

Helpful Links

Army Civilian Onboarding: Onboarding Diversity Equity Inclusion - Army Civilian Onboarding and Acculturation Portal
The objective of Army Equity and Inclusion Outreach and Engagement is to promote opportunities in the Army to the widest audience possible and engage with a variety of national affinity groups/non-federal entities. This plan supports Executive Order 14035 to strengthen the Army’s ability to recruit, hire, develop, promote, and retain our Nation’s talent.  Army Outreach and Engagement events provide a significant opportunity to tell the Army Story and develop a cadre of community influencers to champion the Army as an Employer of Choice. For more information, please reach out to usarmy.belvoir.hqda-asa-mra.mbx.ei-outreach@army.mil

The Steve & Marjorie Harvey Mentoring Camp: 14-19 Jun 2023

The US Army Recruiting Command, US Army Cadet Command, the Army Outreach and Engagement Team and the Civilian Human Resource Agency participated in the Steve and Marjorie Harvey Mentoring Camp for young men. Recruiters and Drill Sergeants provided mentorship and highlighted opportunities for career choices with the Army for service members and civilians.

U.S. Army at the Society of American Indian Government Employees (SAIGE) National Conference

The Army was invited and proud to participate in SAIGE’s 20th National Training Program in Tulsa, Oklahoma from 20-22 June, 2023. The Army participates annually in the SAIGE Awards Program. The Army is proud of the contributions Native Americans and their families to have made to the Army and our nation. More than 150,000 Native Americans are veterans of Army service, and we hope to strengthen our relationship with Native American communities through participation in training forums, discussions with SAIGE leadership, and recruiting opportunities. We also commend SAIGE’s Warrior Society Program which offers training specifically designed for veterans and active-duty Soldiers.

U.S. Army attends Joint Women's Leadership Symposium (JWLS)

The U.S. Army was invited to participate in the 2023 Joint Women's Leadership Symposium (JWLS) in San Diego from June 29 to July 1. This year will be the 10th year the Army has had over 200 personnel to attend. The multi-day symposium is one of the largest gatherings of military women in the country and offers attendees the opportunity to discuss Army policy that affect service, build leadership skills, and interact with sister services across the Department of Defense as well as foreign country service women around the world. The Army conducted an Army Day Forum in support of the Secretary of the Army's priority to "Recruit and Retain talent." For more information about this event: https://sealeader.org/jwls/

Secretary of the Army's Policies and Guidance

secarmy-message-to-the-force-feb-2022.pdf Army Harassment Prevention and Response Policy 2022.pdf [PDF - 99.3 KB] Military Equal Opportunity and Harassment Prevention and Response Policy 2022.pdf [PDF - 570 KB] Army DEIA Policy.pdf [PDF - 936.6 KB] Army Civilian Equal Employment Opportunity Policy 2023.pdf [PDF - 584.1 KB]

The Army People Strategy

the_army_people_strategy_2019_10_11_signed_final.pdf Army People Strategy_Military Implementation Plan FY 2023-2025.pdf [PDF - 6 MB] APS, MIP - Chapter 7 Advance Diversity, Equity, Inclusion, and Accessibility.pdf [PDF - 419.8 KB] Army People Strategy - Civilian Implementation Plan FY23-25.pdf [PDF - 2 MB]

The Army People Strategy's Diversity, Equity, and Inclusion Annex

the_army_people_strategy_diversity_equity_and_inclusion_annex_2020_09_01_signed_final.pdf

Sexual Harassment/Assault Response and Prevention Services for Department of the Army Civilians

DEPARTMENT OF THE ARMY

Army Directive 2021-22 Army Service by Transgender Persons and Persons With Gender Dysphoria

Army Directive Transgender.pdf [PDF - 224.8 KB]

Army Demographics

Army demographics as of October, 2022: Active Component Demographic Report October 2022.pdf [PDF - 951.4 KB] Army demographics history- https://www.army.mil/article/219140/

Building Cohesive Teams

Army Building Cohesive Teams.pdf [PDF - 2 MB]

Visit these Army sites:

Asian Americans & Pacific Islanders in the U.S. Army | The United States Army Black Americans in the U.S. Army | The United States Army Hispanic Americans in the U.S. Army | The United States Army Native Americans | The United States Army Women in the Army | The United States Army Valor Home | Medal of Honor | The United States Army