The EEOC Acting Chairman issued a memorandum to all employees outlining the agency's commitment to equal employment opportunity and prohibiting discrimination. As the lead federal agency enforcing employment discrimination laws, the EEOC must set an example for other agencies by ensuring equal opportunity and treatment for all employees regardless of race, religion, sex, or other protected characteristics. Managers and supervisors are responsible for preventing harassment and correcting discriminatory conduct, and employees are urged to report any such issues.

1. EEO Policy Statement Page 1 of 1
U.S. Equal Employment Opportunity Commission
Office of the Chairman
MEMORANDUM
FROM: Stuart Ishimaru, Acting Chairman
TO: All EEOC Employees
SUBJECT: EEO Policy Statement
DATE: July 7, 2009
The Commission is firmly committed to promoting and maintaining a work environment that ensures equality of
opportunity for all of our employees. As a federal civil rights agency, we must all support the full realization of
equal opportunity in all aspects of our work and at every level within the Commission.
As the federal agency charged with the enforcement of this nation's employment discrimination laws, the EEOC
g y g p y ,
has a unique and profoundly important role in the g
q p y p government's antidiscrimination efforts. Accordingly, it is the
g y,
p y q pp y f
Commission's policy to ensure equal opportunity in all of its employment policies and practices and to prohibit
discrimination in all aspects of the agency's operations. As part of our mission, the EEOC must set the example
for all other agencies to provide equal employment opportunity for all employees and applicants regardless of
their race, religion, color, sex, national origin, age or disability. Also, consistent with Presidential Executive
Orders and other laws designed to protect federal employees, we must affirm our commitment to the prohibitions
against discrimination based on political affiliation, sexual orientation, status as a parent, marital status or
veteran status. This commitment must be exemplified in all of our management practices and decisions,
including recruitment and hiring practices, appraisal systems, training and career development programs, as well
as in our day-to-day management decisions.
We must also ensure that our own employees who believe that they have been discriminated against are fully
able to exercise their right to file an EEO complaint, a g
g p , grievance or otherwise raise their concerns without fear of
reprisal. Acts of reprisal against any employee who engages in protected activity will not be tolerated.
.
EEOC managers and supervisors are reminded of their responsibility to prevent, document and promptly correct
g p
harassing conduct in the workplace. Employees are urged to report acts of harassment to the appropriate
agency officials as outlined in the Agency's Harassment Order.
All EEOC employees share the responsibility for ensuring that EEOC is a model workplace and is free of all
forms of discrimination. I challenge each and every employee to take responsibility for executing the
Commission's EEO policy and to cooperate fully in its enforcement.
EXHIBIT
146
http://www1.eeoc.gov//eeoc/internal_eeo/eeo_policy_statement.cfm?renderforprint=1 9/6/2010