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HUD   >   Program Offices   >   Equal Employment Opportunity   >   Office of Departmntal Equal Employment Opportunity (ODEEO)
Overview
 
 
The Office of Departmental Equal Employment Opportunity (ODEEO) is responsible for ensuring the enforcement of federal laws relating to the elimination of all forms of discrimination in the Department's employment practices and to ensure equal employment opportunity (EEO). ODEEO promotes diversity and inclusion, fosters a workplace culture that respects differences, and empowers the full and fair participation of all employees in all aspects of HUD work life. Additionally, ODEEO is responsible for leading the Department's efforts to proactively prevent unlawful discrimination. ODEEO also seeks to foster an agency culture in which disputes are resolved at the lowest possible level and before a formal complaint is filed. ODEEO will continue to offer training to the HUD workforce on the EEO process and the responsibilities of the workforce regarding Equal Employment Opportunity and serve as a resource to the program office leadership by providing direction, guidance, and monitoring of key activities to ensure the successful implementation of the principles of EEO throughout the Department.
 
ODEEO is comprised of two (2) programmatic areas in carrying out the administration, management, and enforcement of its EEO, civil rights, and affirmative employment functions. The respective functions and their responsibilities are organized amongst independent offices described below:
 
The Equal Employment Opportunity Division (EEOD) administers, manages, and ensures compliance of HUD's Equal Employment Opportunity (EEO) complaint process and it's Alternative Dispute Resolution (ADR) Program by counseling, investigating, and adjudicating complaints filed by HUD employees and applicants for employment who allege discrimination on the basis of their race, color, religion (including failure to accommodate), sex (including pregnancy and gender identity), national origin, age, disability (including failure to accommodate), genetic information, sexual orientation, and parental status, as well as retaliation for prior protected EEO activity. In addition, EEOD advises Departmental management on issues affecting EEO and develops and implements relevant EEO policies and procedures. EEOD also conducts compliance reviews, and provides training and technical assistance on EEO matters to HUD managers/supervisors, and employees.
 
The Alternative Dispute Resolution (ADR) Program, which is a functional component of EEOD, is responsible for coordinating and overseeing HUD's ADR Program. Mediation, being the Department's primary ADR technique used to address workplace disputes and conflict during the EEO complaint process in hopes of preventing, minimizing, and resolving workplace disputes and conflict between or amongst the Department and its employees and other parties. ADR, to the maximum extent practicable and at the earliest possible stage, helps to achieve mutually acceptable and cost-effective outcomes and business efficiency, economically, and productively.
 
The Affirmative Employment Division (AED) is responsible for promoting equal opportunity and eliminating discriminatory practices and policies by monitoring and analyzing the Department's human resources policies, practices, and workforce profiles. AED is responsible maintains an on-going program to promote equal opportunity and to identify and eliminate discriminatory practices and policies. In pursuit of this objective, AED provides training to managers/supervisors and executives, monitors adherence to nondiscrimination laws and procedures and prepares statistical reports on the Department's performance in these areas, operates the three mandated Special Emphasis Programs (i.e., Federal Women's Program, Hispanic Employment Program, and Disability Employment Program), partners with EEO/civil rights focused employee resource groups and organizations, and promotes cultural understanding.in identifying barriers to the recruitment and advancement of special emphasis group members, devise solutions and draft plans to implement the solutions. The aim of these Special Emphasis Programs is to ensure equal employment opportunity in the areas of recruitment, hiring, professional (career) development, and retention. In addition, AED further participates in a number of other affirmative employment activities; commemorative observances and activities linked to Presidential Proclamations; a celebration of the Department's commitment to a diverse and inclusive workforce; outreach activities to encourage participation at the community level; and recruitment and retention support, such as the Post-Secondary Internship Programs.