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The Equal Employment Opportunity (EEO) Program promotes equality, diversity, respect, and communication in the workplace regardless of race, color, religion, national origin, sex, age, condition of handicap, or sexual orientation. The program promotes equal employment opportunity through a continuing Diversity Strategic Plan.

One of BLM's goals is to establish an environment of equal opportunity, with women and minority employees properly represented at all grade levels; in all employment categories; and in supervisory, managerial, and executive positions. This policy of equal employment opportunity is pursued in every aspect of the Bureau practices and procedures in recruitment, employment, development, advancement, supervision, and treatment of employees and applicants.

To meet these objectives, the EEO Office conducts and sponsors seminars and training on recognizing and preventing discrimination; reviews and develops agency employment policies that reflect adherence to EEO principles and existing laws; informs employees of their rights relating to EEO; counsels employees and applicants who believe they have been discriminated against, making every attempt to informally resolve those concerns; and ensures prompt, fair, and impartial consideration of discrimination complaints.

BLM managers and supervisors at all levels must be sensitive to EEO principles in BLM recruitment and personnel management decisions, be fair in protecting the rights of employees and applicants, and ensure that the work environment is free of discrimination.

Diversity Policy   [Top of Page]

BLM strives to create an environment that values individual diversity. To ensure a diversified workforce, BLM's policy calls for maintaining a trained and motivated work force and institutionalizing diversity to improve the composition of the work force. The five goals of the plan are recruitment, retention, accountability, education, and zero tolerance of discrimination or harassment.

It is everyone's responsibility to help reach the goals of the Diversity Policy. BLM also uses full-time EEO professionals as well as EEO counselors and special emphasis program managers to help reach the goals.

Role of the EEO Counselor   [Top of Page]

The EEO counselor, a trained representative of the EEO program, counsels BLM employees and applicants who allege employment discrimination based on race, religion, color, national origin, sex, age, sexual orientation, or condition of handicap.

EEO counselors promote zero tolerance of discrimination and harassment, including sexual harassment. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.

Counselors are required to maintain confidentiality in all issues relating to EEO concerns. They can serve as listeners who can help you "sort out" your concerns, as impartial fact finders, and as researchers for agency EEO policies or procedures. EEO counselors, however, are not your or BLM's legal representatives.

Employees who feel that they have been the victims of discrimination or harassment should contact a BLM equal employment opportunity counselor or equal employment opportunity officer for help. You must contact a counselor within 45 days of the perceived discriminatory act to meet the requirements of the regulation. Allegations of discrimination will be addressed in a prompt, fair and impartial manner. BLM's policy is to resolve any discrimination problems as soon as possible. BLM encourages the use of alternative dispute resolution processes, most often the mediation process, to resolve any conflict between employees at any stage of a disagreement.

Special Emphasis Program Managers   [Top of Page]

Special Emphasis Program managers include the Black Employment Program (BEP) Manager, the Hispanic Employment Program (HEP) Manager, Native American Program (NAP) Manager, Asian American/Pacific Islander Program (AAPIP) Manager, and the Federal Women's Program (FWP) Manager. These positions are collateral duties in most offices. These managers serve as advisors to management on issues affecting minorities and women and to ensure that the Diversity Strategic Plan addresses and responds to the needs of minorities and women. These managers help in recruitment and outreach and coordinate special activities or observances for these special groups.