Management Directive (MD-715)
The Equal Employment Opportunity (EEO) Commission established Management Directive-715 (MD-715) to provide guidance and standards for establishing and maintaining effective and affirmative programs of EEO under Section 717 of Title VII (PART A) and effective affirmative action programs under Section 501 of the Rehabilitation Act (PART B).
Barrier Analysis Reports
The FAA has made an historic commitment to transform the agency into a more diverse and inclusive workplace that reflects, understands, and relates to the diverse customers we serve. To meet this goal and satisfy the requirements of the Equal Employment Opportunity Commission MD-715, the Administrator tasked the Office of the Assistant Administrator for Civil Rights to conduct barrier analyses of the Air Traffic Control Specialist (ATCS) Centralized Hiring Process, Aviation Safety Inspectors, and Airway Transportation Systems Specialists.
The first study completed is on the ATCS series. These reports reflect a collaborative effort undertaken by the FAA’s Office of Civil Rights, Office of Human Resources, and the Air Traffic Organization. The primary purpose of these reports is to identify and analyze potential barriers to equal employment opportunities within the ATCS Centralized Hiring Process and to offer solutions to establish the foundation for improving the process.
- Barrier Analysis of the Air Traffic Control Specialist (ATCS) Centralized Hiring Process (PDF)
- Extension to Barrier Analysis of the Air Traffic Control Specialist Centralized Hiring Process (PDF)
Special Emphasis Programs
Special Emphasis Programs (SEPs) assist federal government agencies to carry out their equal opportunity initiatives. At FAA, SEPs are an integral part of achieving a Model EEO Program through strategic outreach efforts and collaboration. SEPs assist to educate, attract, and retain all groups, including minorities, women and persons with disabilities to enhance the FAA, as an employer of choice. The Office of Civil Rights is responsible for the management of three national programs required by Presidential Executive orders, as well as the Educational Partnership Initiative.
Filing an EEO Complaint of Discrimination for Applicants
The Office of Civil Rights has established the National Intake Unit for current and former employees and applicants who wish to initiate the EEO Pre-Complaint process. To initiate the process, you may call 1 (888) WK IT OUT (1 (888) 954-8688) or 1 (800) 877-8339 (TTY relay service). To file online, please go to the FAA EEO eFile Portal.
The hours of operation are from 8:00 a.m. to 6:00 p.m. ET, Monday through Friday except for holidays. If you need to contact us during non-operational hours, please leave a voicemail and a counselor will return your call within the next business day.
The Office of Civil Rights has established a formal mediation program to resolve allegations of workplace discrimination and/or harassment raised through the Equal Employment Opportunity (EEO) pre-complaint process.
The objective of this program is to resolve allegations early and at the lowest possible level. Early resolution benefits the agency by creating a more hospitable workplace for all. Other benefits for the agency include reduction of the significant costs associated with processing complaints.
The first step in initiating the EEO complaint process is for the aggrieved person to contact an EEO Counselor. In accordance with 29 CFR 1614, contact with an EEO counselor must be made within 45 days of the alleged act of discrimination or harassment or the effective date of a personnel action. During the initial interview the counselor will let the employee know that they have the option of mediation or counseling as appropriate. The mediation process is voluntary for both parties.
No FEAR Act
Notification and Federal Employee Anti-discrimination Retaliation Act of 2002
DOT Ã¢â‚¬â€œ No FEAR Act (No Fear statistics)[/text_output]
EEO Policies, Laws & Regulations
A number of Laws and Regulations, as well as Equal Employment Opportunities (EEO) policies, establish the Office of Civil Rights’ duties and responsibilities. This page includes the Secretary of Transportation’s and the FAA Administrator’s Policy Statements along with documentation from the Equal Employment Opportunity Commission (EEOC) and the Office of Personnel Management, and a link to the Genetic Information Nondiscrimination Act of 2008 (GINA).
Equal Employment Opportunity Policy Statements
Secretary of Transportation’s Policy Statements on:
- Equal Opportunity Policy Statement (PDF)
- Prevention of Harassment Policy Statement (PDF)
- Access to Programs, Services, Information and Technology Policy Statement (PDF)
- Employment and Advancement of People with Disabilities Policy Statement (PDF)
- NoFEAR Act Policy Statement (PDF)
- Policy Statement on Whistleblowing (PDF)
FAA Administrator’s Policy Statements on:
- Non-Discrimination (PDF)
- Prevention of Harassment (PDF)
- Annual Reminder on Non-Discrimination and Prevention of Harassment (PDF)
Laws & Regulations
Processing Accommodation Requests for People With Disabilities
- FAA Policy Order 1400.12
- Federal Aviation Administration (FAA) Equal Employment Opportunity (EEO) Program Order 1400.8
- DOT Policies
The following links are provided as additional source(s) of information. Views and opinions expressed do not necessarily reflect those of the U.S. Department of Transportation or the Federal Aviation Administration.
U.S. Equal Employment Opportunity Commission
- EEOC Main Page
- Facts About EEO Complaint Processing
- 29 CFR 1614. Federal Sector Equal Employment Opportunity
- MD 110, Federal Sector Complaints Processing Manual
- The Digest of EEO Law
U.S. Office of Personnel Management