The mission of the Office of Civil Rights and Diversity (OCRD) is to ensure that equality, fairness and diversity in employment are realized for all Department of the Treasury employees and applicants for employment.
Diversity and Recruiting
In conjunction with the Office of Human Capital Strategic Management, the Office of Civil Rights and Diversity (OCRD) is charged with ensuring the recruitment and retention of a well-qualified diverse workforce to meet the current and emerging mission related needs of the Department of the Treasury. To meet this goal, OCRD must ensure there are broad outreach programs available to reach diverse, well-qualified individuals; that no barriers exist that impede equality of opportunity for the promotion and development of such employees once they are hired; and that there are appropriate policies in place to help retain quality employees.
Equal Employment Opportunity (EEO) COMPLAINT PROCESS
OCRD is also responsible for ensuring the Department’s Equal Employment Opportunity Programs are model programs, as required by the Equal Employment Opportunity Commission in Management Directive 715. This includes ensuring all Bureaus have effective EEO policies and procedures in place which meet the needs of the Bureaus’ workforce, that the workforce is trained on its EEO responsibilities, that procedures exist for alternative dispute resolution as required in 29 CFR 1614, and that the statutory EEO complaint program is administered in an objective, efficient and effective manner.
Federally Assisted Programs and Federally Conducted Programs
OCRD is also responsible for ensuring that any program or activity that receives Treasury federal financial assistance meets the non-discrimination requirements set out in Title VI of the Civil Rights Act, Title IX of the Education Amendments, and Sections 504 and 508 of the Rehabilitation Act, and that Treasury conducted programs are conducted in a non-discriminatory manner.
No FEAR Act
The Notification and Federal Employee Antidiscrimination and Retaliation Act (No FEAR Act) increases Federal agency accountability for acts of discrimination or reprisal against employees. This act, which took effect on October 1, 2003, makes Federal agencies individually accountable for violations of antidiscrimination and whistleblower protection laws.
Management Directive (MD) 715 guidance
- Equal Employment Opportunity Commission Federal Sector Reports
- Equal Employment Opportunity Commission Directives and Guidance
Treasury MD-715 Reports
Affirmative Action Plans