The primary goal of the equal employment opportunity 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.
How Other Countries around the World Celebrate Their Independence Day
Throughout the world, countries celebrate their independence through national holidays and other cultural celebrations. From fireworks in the United States to flying kites in India, let’s take a look at how Independence Day is celebrated around the world. This is not an all-inclusive list.
Bolivia – August 6th
Bolivia throws a two-day party packed with marches, gun salutes, fireworks, music, parades and carnivals. The main event of the celebrations are the military parades on August 6th. The day is a national holiday of Bolivia locally known as Dia de la Patria. The celebrations continue for a full day especially in the capital city of Bolivia ‘La Pez.’
Cambodia – November 9th
Cambodian Independence Day is celebrated with festivals, parades, and firework displays across Cambodia. The main gathering point is Phnom Penh’s Independent Monument, which was built to mark Cambodia’s 1953 liberation from French rule.
The United States – July 4th
Americans commonly show their patriotism by hanging flags, and even wearing red, white and blue colors to celebrate Independence Day. Parades, backyard barbecues and fireworks are used to celebrate Independence Day in cities and towns all across the country.
India – August 15th
To symbolize its freedom from British rule, saffron, white and emerald-green kites evoking the young country’s tri-colored flag are flown. It is also typical in most parts of the country for a ceremony and unfurling of the national flag.
Norway – May 17th
This day celebrates the signing of the Constitution of Norway. In Norway, children play a special part in the celebration of their independence day. Several children’s parades are held during the day, where the children march with flags and school banners led by marching bands. In the capital city of Oslo, the children will pass the Royal Palace, where the royal family will wave to the parade participants from the balcony. In most cities, local schools arrange games, activities and lotteries with nice prizes, as well as selling cakes, soda, ice cream and candies. In the evening, people gather with family and friends to have dinner or barbeques together.
Mexico – September 16th
In Mexico City people gather at Zocalo, a plaza where people have gathered since the days of the Aztecs. Everywhere in the country streets, houses, buildings and cars are decorated. Flags are hoisted from houses and buildings. Colorful lanterns can be found in most cities. The celebrations reach a high point when the President of Mexico arrives in the Zocalo, at 11 o’clock on September 15 to re-enact Father Hidalgos’ grito, or cry, of Independence to his followers. The President then rings the same bell that Father Hidalgo rang followed by the crowd proudly shouting out the names of the heroes of the independence war and then they end it with a final shout of VIVA MÉXICO! Colorful fireworks light up the Mexican evening sky as the ceremonies end.
Australia – January 26th
Officially known as Australia Day the celebration honors the creation of the first British settlement in Australia. On this day, Australians celebrate with surfing races, ferry races and a tall ships race. Fireworks are also customary in Australia, where they are even lit on moving boats and skyscrapers.
Costa Rica – September 15th
Traditional dancing takes center stage in Costa Rica’s Independence Day celebrations on 15 September. Unlike other countries in the Americas, there was no fight for independence in Central America. Depleted by the war with Napoleon Bonaparte, and a few Latin American wars, Spain actually supported Central American independence because the region had become a burden.
South Korea – March 1st / August 15th
South Korea celebrates its liberation from Japan on two different and important days. August 15 is called Gwangbokjeol, and celebrates South Korea’s independence from Japan and the creation of the South Korean government. The day includes national ceremonies, displaying the flag, and singing the official Independence Day song called 광복절 노래: Gwangbokjeol Nor. March 1 is called Samil Jeol, and celebrates the independence movement that helped liberate South Korea from the Japanese, and memorializes the men and women lost during the rebellion. To commemorate the day, the Declaration of Independence is read at Pagoda Park (탑골공원) in Seoul.
France – July 14th
July 14th marks the storming of the Bastille prison in Paris, which was the beginning of the French Revolution. Bastille Day is observed as the French National Day, and is celebrated with many different traditions, such as firefighter organized dance parties, military parades, and fireworks.
Fort Riley offers #WESTANDAS1, which is the 1st Infantry Division’s approach to improve self-worth, build resiliency and cohesive teams, and raise the quality of life on the installation for soldiers, family members, and DA civilians. For more information, visit https://home.army.mil/riley/index.php/my-fort/all-services/WeStandAs1.
Six Essential Elements of a Model EEO Program
When establishing a model EEO program, an agency should incorporate into the design a structure for effective management, accountability and self-analysis which will ensure program success and compliance with EEO MD-715. Agency personnel programs and policies should be evaluated regularly to ascertain whether such programs have any barriers that tend to limit or restrict equitable opportunities for open competition in the workplace.
The six essential elements for a model EEO program, as described in EEO-MD-715, at PART A, II. A-F, and PART B, III. A-F, are as follows:
1. Demonstrated commitment from agency leadership: Post EEO Policy Statements in all offices and on bulletin boards. Demonstrate the value of EEO to the agency and employees. Seek input (e.g., using employee surveys and focus groups, discussions with employee advisory groups, etc.) regarding the workplace environment. Provide/request EEO training as needed.
2. Integration of EEO into the agency's strategic mission: Encourage regular visits from the EEO Office to your work environment. The EEO team can assist leaders with evaluating workforce demographics and trends.
3. Management and program accountability: Make clear that all managers and supervisors share responsibility with EEO program and human resources officials for the successful implementation of EEO programs.
4. Proactive prevention of unlawful discrimination: Ensure all your employees attend EEO training (NEO, SHARP, EEO for Super-visors, Reasonable Accommodations) whether or not training is mandatory.
5. Efficiency: Ensure your approach to a situation is efficient, fair and impartial. Managers should always be receptive to resolving issues at the lowest level.
6. Responsiveness and legal compliance: Ensure all final Negotiated Settlement Agreements (NSA) are monitored for compliance and timeliness.
**Don't wait for a complaint to be filed to do something! **
Special Emphasis Programs
Special Emphasis Programs are implemented and observed primarily to ensure that minorities, women and people with various disabilities are provided an equal opportunity in employment and program delivery activities.
These programs improve the workplace environment by promoting and fostering diversity in the workplace through awareness and educating employees and others to appreciate, value, understand, and celebrate social and cultural similarities and differences.
The Minority College Relations Program is responsible for policy development, technical assistance and direction concerning employment and liaison efforts of Army personnel in the minority college relations arena.
Hispanic Serving Institutions (HSIs): Donnelly College, Kansas City, KS
Historically Black Colleges and Universities (HBCUs): Harris Stowe State University, St. Louis, MO; Lincoln University, Jefferson, MO; Langston, Langston, OK
Tribal Colleges and Universities (TCUs): Haskell Indian Nations University, Lawrence, KS.
Programs: Black Employment Program; Federal Women’s Program; Hispanic Employment Program; Asian/Pacific Islander American Program; American Indian/Alaskan Native Program; Individuals with Disabilities Program (Workforce Recruiting Program for College Students w/Disabilities).
Hostile Work Environment
The EEOC affirmed the decision of an Administrative Judge who found that the plaintiff had established a claim of hostile work environment harassment on the basis of her sex. The AJ found that while her accused supervisor behaved inappropriately and unprofessionally towards both men and women, he treated women worse.
The AJ noted that the supervisor's conduct towards women included: 1) speaking to them in curt and rude tones; 2) making derogatory comments about women; 3) screaming and yelling at them; 4) repeatedly criticizing them in public and in private; 5) micromanaging them more than men when their performance did not merit increased supervision; 6) circumventing the chain of command and undermining her supervisory authority over her subordinates; and 7) displaying physically intimidating behavior such as aggressive body language, slamming doors and slamming his fists on the desk.
On appeal, the agency argued that the AJ had erred in crediting the testimony of the plaintiff and her witnesses over the agency's witnesses. In its decision, the EEOC declined to reweigh the parties' credibility on appeal and noted that the agency had not pointed to any objective documentary evidence contradicting the testimony of the plaintiff and her witnesses. The EEOC affirmed the AJ's award of $125,000 in non-pecuniary compensatory damages and more than $103,000 in attorney fees. The EEOC noted that the plaintiff had experienced a stress breakdown which necessitated her eventual separation from the agency and that she still suffers the effects of anxiety, depression, and post-traumatic stress disorder.
The EEOC found that substantial evidence in the record supported the AJ's award of $125,000, which was not "monstrously excessive" "nor the product of passion or prejudice." The EEOC also held that the AJ's reduction in requested attorney fees was appropriate based on the fact that the fee petitions contained many excessive, redundant, unnecessary, or inadequately documented expenditures. In its order, the EEOC ordered the agency to consider appropriate disciplinary action against the responsible management officials and specifically noted that training is not considered disciplinary action.
Advises all levels of management regarding EEO related issues. Includes providing program overview, conducting assessments, recommending courses of action to supervisors, participating in strategic planning and special committees, presenting briefings, researching special problems, and conducting sensing session.
Personal Assistive Services
- Notify supervisor.*
* Guests and visitors should contact the EEO Disability
Program Manager (DPM) directly.
- Complete Reasonable Accommodation Request Form.
(Contact EEO DPM for required forms if necessary.)
- Provide request form to supervisor.
- Supervisor will forward request form to EEO Disability Program Manager
- (785) 239-3261
- DPM will provide assistance and help with locating resources as needed.
LGBTQ Commonly used Acronyms
The four letters of LGBT have been used since the 1990s, but the acronym has come to be an evolving abbreviation following an increased awareness of the need to be inclusive of other sexual identities and offer better representation. In honor of Pride Month, we have compiled a list of commonly used acronyms for your awareness. The terms themselves can be overwhelming to some and may even overlap, which may confuse those who are not a part of the LGBTQ community. How do I address this individual? What should they be called? Why so many acronyms? A good approach/start is to familiarize yourself with the substantial list of labels under the LGBTQ umbrella.
First the basics, LGBT:
- L (Lesbian): A lesbian is a woman/woman-aligned person who is attracted to other women.
- G (Gay): Gay is usually a term used to refer to men/men-aligned individuals who are only attracted to other men. Lesbians can also be referred to as gay. Today, bisexual and pansexual people sometimes use gay to casually refer to themselves when they talk about their similar gender attraction.
- B (Bisexual): Bisexual indicates an attraction to more than one gender. The recognition of bisexual individuals is important, since there have been periods when people who identify as bisexual have been misunderstood as being gay. This used to mean attraction to both men and women, but recently the term refers to someone who is attracted to two or more genders out of all the gender identities. Bisexuality has included transgender, binary and non-binary individuals.
- T (Transgender): Transgender is a term which indicates that a person's gender identity is different from the gender associated with the sex they were assigned at birth. This term can be associated with Trans, Trans* and Trans+, which acts as a more inclusive term for gender non-conforming and non-binary individuals.
- Q (Queer or Questioning): Queer is an umbrella term for anyone who is non-cisgender or not heterosexual. Initially queer was used as a slur, but has been reclaimed by LGBTQ communities. Some still find the term offensive and it should not be placed on all members of the community. Questioning refers to people who may be unsure of their sexual orientation and/or gender identity.
From the basic LGBTQ acronym, it expands to LGBTQIA:
- I (Intersex): Refers to people who naturally have biological traits which do not match what is typically identified as male or female. There are many different variations (e.g., XXY chromosomes, ambiguous genitalia or internal sex organs). This term is not linked to sexual orientation or gender identity; Intersex individuals can have different sexual orientations, gender identities and/or expressions.
- A (Asexual): An umbrella term used for individuals who do not experience, or experience only a low level, of sexual desire. This identity can include those who are interested in having romantic relationships, and those who are not. Also referred to as “Ace,” a person who does not identify with any sexual orientation.
- A (Ally): People who identify as cisgender and straight, but believe in social and legal equality for LGBTIQ+ people, are referred to as allies.
In many contexts, the “A” in LGBTQIA will only refer to Asexual individuals. The “A” is more likely to be short for both Ally and Asexual when LGBTQIA is being used to talk about a broader community that believes in the human rights of LGBTIQ people.
And finally, adding on a + (plus) making it LGBTQIA+:
- + (Plus): The 'plus' is used to signify all of the gender identities and sexual orientations which are not specifically covered by the other five initials. The term could indicate other gender identities on the spectrum that have not been defined yet.
Below are some additional “+ (plus)” identities in no particular order:
- Cisgender: One whose gender identity and expression matches the sex they were assigned at birth. Also referred to as heterosexual or straight.
- Pansexual: A term used to describe a person who is sexually, romantically, and/or emotionally attracted to people regardless of their sex or gender identity; can be referred as ‘Pan.” There is some overlap of this term with Bisexual.
- Polysexual: People who have romantic, sexual, or affectional desire for more than one gender. This term has some overlap with bisexuality and pansexuality.
- Gender Non-conforming (or G.N.C.): One who expresses gender outside traditional norms associated with masculinity or femininity. Not all gender-nonconforming people are transgender, and some transgender people express gender in conventionally masculine or feminine ways.
- Gender Fluid: A term used by people whose identity shifts or fluctuates. Sometimes these individuals may identify or express themselves as more masculine on some days, and more feminine on others.
- Gender-Neutral: Someone who prefers not to be described by a specific gender, but prefers “they” as a singular pronoun.
- Non-Binary: A person who identifies as neither male nor female and sees themselves outside the gender binary.
- Gender Queer: Another term often used to describe someone whose gender identity is outside the strict male/female binary. They may exhibit both traditionally masculine and feminine qualities or neither.
- Androgyne: A person with a gender that is both masculine and feminine or in between masculine and feminine.
- M.A.A.B. /F.A.A.B. /U.A.A.B.: Male-assigned at birth/female-assigned at birth/unassigned at birth.
- Two-Spirit or 2-Sprit: A tradition from Indigenous Native American identity that encompasses both male and female spirits. There are a variety of definitions and feelings about the term “two spirit” — and this term does not resonate for everyone; it is a cultural term reserved for those who identify as Indigenous Native American.
Keep in mind, this list may not include all acronyms as it is always growing and represents a diverse range of sexual orientations. It is important to know that the terms serve as an effort to be more inclusive and represent gender identity. Gender identity is defined as an individual’s personal sense of their own gender and how a person labels themselves. Gender identity is changing and some individuals are no longer limiting themselves to society’s standards. These labels help build community and encourage self-expression. It could be a complex topic and some may find it sensitive to discuss; therefore, it is normal to feel like you do not know where to start. When asking or inquiring, it is important to be open-mined and respectful — especially if you are not familiar with an acronym. This is new to a lot of people and it is also important for members in the LGBTQIA+ community to be understanding, open-minded and patient.
Reasonable Accommodations are a form of assistance that would allow an employee who has an underlying medical condition to perform the essential function of their position without causing an undue hardship. The Reasonable Accommodation process is interactive between employees and their supervisor with recommendations from the EEO office. Employees are entitled to an effective Reasonable Accommodation. If the employee's underlying medical condition is not obvious, medical documentation needs to have the diagnosis, prognosis,and how the requested accommodation would assist the employee with performing the essential functions of their position.