To contact the EEO Officer, Complaints Manager, Disability Program Manager, Alternate Dispute Resolution Manager, Special Emphasis Program Manager, Affirmative Employment Manager, phone (520) 533-2028.
The primary goal of the equal employment opportunity (EEO) program is
to manage workforce diversity and to maintain a discrimination-free
workplace. This is high on the list of critical functions performed by
federal managers and supervisors. Equal Employment is the law of the
land. It is the right of all people to be protected from discrimination
in employment regardless of race, color, religion, sex, national origin
and age, mental or physical disability, or sexual orientation.
The EEO Office ensures equal employment opportunity for civilians under Title VII of the Civil Rights Act of 1964.
Maintaining a Discrimination-Free Workplace
Requires supervisors and managers to perform a variety of tasks and functions. Included among them are:
- Clearly communicating a belief in and adherence to the principles of equal opportunity for all employees.
- Taking prompt action to prevent or halt discrimination or harassment based on race, sex, age, national origin, disability or sexual preference.
- Making an overt effort to recruit a diverse workforce; that is, one which includes employees drawn from both sexes, as well as different racial, ethnic and age groups.
- Remaining aware of EEO responsibilities in the course of assigning and rating work, developing employees, and taking personnel action.
- Working closely with EEO and HR officials to resolve disputes promptly.
Managing diversity refers to an inter-related set of responsibilities and functions. Included among them are:
- Actively seeking to develop a diverse workforce; that is, one which includes a range of employees representing a variety of ethnic, racial, and age groups.
- Recognizing and valuing the differences that a diverse array of people bring to the accomplishment of organizational tasks.
- Promoting acceptance, cooperation, and positive attitudes towards all members of the work-group among employees.
Go to our Interactive Customer Evaluation (ICE) Comment Card.
Policies & Documents
- 15-30 - Equal Employment Opportunity and Affirmative Action
- 15-31 - Fort Huachuca Reasonable Accommodation (Disability)
- 15-32 - Use of the Fort Huachuca Alternative Dispute Resolution (ADR) Program (FHADRP)
- 15-33 - Prevention of Workplace Harassment and Sexual Harassment
- 15-40 - Implementing Procedures for Anti-Harassment Policy
- LGBT Complaint Process
- EEO Poster January 2016 Letter
- SecArmy Anti-Harassment Training 2011
- US Army Procedures for Providing Reasonable Accommodation for Individuals with Disabilities
- Army Directive 2016-25
- The EEO Complaint Process
- Information Paper - Mandatory Transgender Policy Training
- EEO Overview Brochure Sanitized for Website
- Mediation Pamphlet Sanitized for Website
- Reasonable Accommodation Pamphlet Sanitized for Website
- Religious Accommodation Pamphlet 08 February 2016 FINAL Sanitized for Website