Defense Human Resources Activity, Office of Equal Employment Opportunity

 

Overview

 

Our vision is to provide a workplace that values equality and unifies the workforce to achieve the DHRA's mission. The EEO Office is DHRA's champion of equality and opportunity. We partner with managers, supervisors, and employees to develop solutions that empower the workforce to achieve their full potential.

 

EEO is designed to:

  • Provide relief for discriminatory actions
  • Monitor the workplace to identify discriminatory policies and practices
  • Ensure an environment where all are afforded an equal opportunity to excel
  • Accommodate qualified individuals with disabilities
  • Provide EEO related training and awareness opportunities
  • Take corrective action for those who have been found to have suffered discriminatory practices and intent
 

The DHRA EEO office operated under the following laws and directives:

   

Responsibilities include:

  • Complete the Intake process. An EEO counselor will meet in person or telephonically with the aggrieved person to gather information as well as provide right, responsibilities, and timeline for the EEO complaint process.
  • Act as a liaison between all parties in the complaint as needed, to ensure management will have the information required to administer and complete the complaint process.
  • Perform case management function for the DHRA EEO Program.
  • Reasonable Accommodations Program
  • Anti-Harassment Program
 

Policy

 

EEOC policy requires DHRA EEO policy statement to be available to all employees. This policy statement declares position against discrimination protected class and basis.

Resource Documents:

Memos:

On May 15, 2025, Andrea R. Lucas, Acting Chair of the U.S. Equal Employment Opportunity Commission (EEOC) issued formal guidance to federal agencies on three critical areas impacting the federal EEO landscape: 

 
  1. Ending Unauthorized Monetary Sanctions Against Federal Agencies. The EEOC formally ends its practice of imposing monetary sanctions (like attorney’s fees or costs) against federal agencies in administrative EEO proceedings.

    Summary:  The EEOC formally ends its practice of imposing monetary sanctions (like attorney’s fees or costs) against federal agencies in administrative EEO proceedings. This change aligns with long-standing Department of Justice (DOJ) opinions that such sanctions violate principles of sovereign immunity unless Congress explicitly authorizes them. The EEOC will instead rely on non-monetary enforcement tools, such as adverse evidentiary inferences and exclusion of evidence, to uphold the integrity of its proceedings. All prior conflicting guidance is withdrawn.

  2. Guidance to Agencies for Applying DRP Agreements to Pending EEO Complaints. This memo provides guidance that if a federal employee has signed a DRP agreement that includes a general release of claims, this release applies to any pending EEO complaints, regardless of whether they are still under agency review, before an EEOC administrative judge, or on appeal.

    Summary:  This memo provides guidance on handling EEO complaints from employees who have signed Deferred Resignation Program (DRP) agreements. If the agreement includes a release of claims (as recommended by OPM), the EEOC instructs agencies to dismiss related pending EEO complaints. Depending on the stage of the complaint (agency-level, administrative judge, or appeal), the memo outlines the specific steps for dismissal. Agencies are encouraged to coordinate with the EEOC to identify applicable cases and help focus resources on active complaints.

  3. Restoring and Protecting the Presumption of Innocence in the EEO Complaint Process. The EEOC supports ending the practice—especially in the Department of Defense—of holding promotions in abeyance solely because of pending EEO complaints.

    Summary:  The EEOC supports ending the practice—especially in the Department of Defense—of holding promotions in abeyance solely because of pending EEO complaints. The memo emphasizes that neutrality is key in the EEO process, which includes respecting the presumption of innocence for those accused. Punishing individuals without a substantiated finding of misconduct harms the truth-finding mission of the EEO process. Agencies are urged to ensure their practices are neutral and fair to both complainants and those accused of discrimination.
 

Affirmative Action Plan:

   

Management Directive - 715:

   

462 Reports:

   

Toolkit:

 

The following items will be needed to start the EEO complaint process; these items will be added as part of the initial in-take process of your claim should you need to file one. Please download the following documents to start the EEO process:

 

No Fear

 

The Notification of Federal Employee Antidiscrimination Act of 2002 (No FEAR) was created by Congress to ensure that Federal agencies report antidiscrimination compliant data(including the types of complaints) to Congress each year and make it available to the public.

 

 

 

Helpful Links

   

Contact Us

 
Name Function Email Phone
Shirley Raguindin Acting Director, EEO shirley.s.raguindin.civ@mail.mil  
Brittany J. Mason EE Specialist brittany.j.mason2.civ@mail.mil