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Indian Health Service The Federal Health Program for American Indians and Alaska Natives


     Indian Health Manual
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Part 5 - Management Services

Chapter 21 - Diversity Management And
Equal Employment Opportunity


Title Section
Introduction 5-21.1
    Purpose 5-21.1A
    Policy 5-21.1B
Responsibilities 5-21.2
    All Employees 5-21.2A
    Managers and Supervisors 5-21.2B
    Civil Service Employees 5-21.2C
    Commissioned Corps Personnel 5-21.2D
Web Site 5-21.3
    Web Site 5-21.3A


5-21.1  INTRODUCTION

  1. Purpose.  Employees of the Indian Health Service (IHS) must work together to demonstrate fairness, cooperation, and respect toward colleagues and customers, and strive diligently to maintain a productive and nondiscriminatory work environment.  By accomplishing this, we will have a workplace that values employees and is free from discrimination and harassment.

  2. Policy.  It is the policy of the IHS to uphold a commitment to the principles of Equal Employment Opportunity (EEO) for all employees and applicants regardless of race, color, national origin, gender, religion, age, disability, or sexual orientation.  The IHS will not tolerate actions of retaliation against any employee or applicant for having opposed a discriminatory practice or for participating in an EEO matter.  Failure to comply with the requirements of this chapter will be grounds for management to take corrective or disciplinary action up to and including removal from Federal employment.

5-21.2  RESPONSIBILITIES

  1. All Employees.  Every employee has the responsibility to create a workplace that recognizes and appreciates each individual and to treat others with respect, dignity, and professionalism.  Diversity in the workplace is not just a program but a blend of the differences and similarities between individuals at all levels within the organization.  Through understanding and valuing the varied cultures and backgrounds of our co-workers and partaking in alternative dispute resolution when needed, we will create a diverse, yet cohesive, workforce.

  2. Managers and Supervisors.  Managers and supervisors are encouraged to partner with the Division of Human Resources in recruitment and retention efforts and to aggressively support the EEO Special Emphasis Programs, e.g., the Affirmative Employment Program (AEP), which mandates that agencies make good-faith efforts to recruit, employ, train, promote, and retain members of under-represented, targeted groups and to identify and remove barriers that impede employment opportunities.  Every manager and supervisor has a legal responsibility to:

    1. provide aggressive leadership and take personal responsibility for making Diversity Management and Equal Employment Opportunity a reality;

    2. ensure a more diverse workforce through the full implementation of affirmative employment programs;

    3. concentrate on and act upon the under-representation and employment concerns of women, minorities, and people with disabilities; and

    4. deal with reasonable accommodation requests from individuals with disabilities.

  3. Civil Service Employees.  Discrimination is costly and nonproductive, and it affects everyone.  An IHS employee who tolerates or promotes discriminatory acts or reprisal or conducts himself/herself in a manner contrary to this policy will be held accountable.  Any Federal employee who believes that he/she has been discriminated against should contact his/her local EEO office within 45 calendar days of the aggrieved action.

  4. Commissioned Corps Personnel.  United States Public Health Service Commissioned Corps Officers should contact their local EEO office within 15 days of the alleged discriminatory event.

5-21.3  WEB SITE.

  1. Web Site.  Information pertaining to EEO can also be accessed through our Web site at: www.ihs.gov/AdminMngrResources/eeo


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