The Fort Hood EEO mission is to enhance the Fort Hood Leadership’s commitment to equal employment opportunity through implementation of strong equal employment opportunity programs and affirmative employment plans regardless of race, color, religion, sex (gender identity, transgender, pregnancy and sexual orientation), national origin, age, genetic information, physical or mental disability and employees are protected from reprisal for previous EEO activity. In addition, the EEO Office facilitates compliance with EEO laws and regulations, and assists the workforce in EEO related matters tailored to meet the needs of its diverse population.
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.
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