Equal Employment Opportunity and Diversity, 41258-41259 [2017-18416]

Agencies

• Farm Credit Administration

[Federal Register Volume 82, Number 167 (Wednesday, August 30, 2017)]
[Notices]
[Pages 41258-41259]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2017-18416]


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FARM CREDIT ADMINISTRATION

[NV-17-24]


Equal Employment Opportunity and Diversity

AGENCY: Farm Credit Administration.

ACTION: Policy statement.

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SUMMARY: The Farm Credit Administration (FCA) Board recently updated 
its Policy Statement on Equal Employment Opportunity and Diversity.

DATES: August 24, 2017.

FOR FURTHER INFORMATION CONTACT: Thais Burlew, Director of Equal 
Employment Opportunity and Inclusion, Farm Credit Administration, 1501 
Farm Credit Drive, McLean Virginia 22102-5090, (703) 883-4290, TTY 
(703) 883-4352.

SUPPLEMENTARY INFORMATION: While not required by law, the Equal 
Employment Opportunity Commission (EEOC) has determined that reissuance 
of an agency's EEO policy statement each fiscal year is a symbol of the 
agency leadership's commitment to EEO and Diversity principles. The FCA 
conducted its annual review of Policy Statement FCA-PS-62 on Equal 
Employment Opportunity (EEO) and Diversity. The policy has no changes 
other than a citation clarification.
    The text of the updated Policy Statement is set forth below in its 
entirety. All FCA Board policy statements may be viewed on FCA's Web 
site. From www.fca.gov, select ``Laws & Regulations,'' then select 
``FCA Handbook,'' then select ``FCA Board Policy Statements.''

Equal Employment Opportunity and Diversity

FCA-PS-62

    Effective Date: August 24, 2017.
    Effect on Previous Action: Replaces FCA-PS-62 [NV16-14] dated 
August 12, 2016 (81 FR 53482, 8/12/16).
    Source of Authority: Title VII of the Civil Rights Act of 1964, as 
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act 
(29 U.S.C. 621 et seq.); Section 501 of the Rehabilitation Act of 1973, 
as amended (29 U.S.C. 791); Equal Pay Act of 1974 (29 U.S.C. 206(d)); 
Civil Service Reform Act of 1978 (5 U.S.C. 3112); Notification and 
Federal Employee Antidiscrimination and Retaliation Act of 2002 (No 
FEAR Act) (5 U.S.C. 2301); Genetic Information Nondiscrimination Act of 
2008 (42 U.S.C. 2000ff et seq.); section 5.9 of the Farm Credit Act of 
1971, as amended (12 U.S.C. 2243); Executive Order 11478 (Equal 
Employment Opportunity in the Federal Government), as amended by 
Executive Orders 13087 and 13152 to include prohibitions on 
discrimination based on sexual orientation and status as a parent; 
Executive Order 13166 (Improving Access to Services for Persons with 
Limited English Proficiency); 29 CFR part 1614; Equal Employment 
Opportunity Commission Management Directives.
    The Farm Credit Administration Board hereby adopts the following 
policy statement:

Purpose

    The Farm Credit Administration (FCA or Agency) Board reaffirms its 
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD) 
and its belief that all FCA employees should be treated with dignity 
and respect. The Board also provides guidance to Agency management and 
staff for deciding and taking action in these critical areas.

Importance

    Unquestionably, the employees who comprise the FCA are its most 
important resource. The Board fully recognizes that the Agency draws 
its strength from the dedication, experience, and diversity of its 
employees. The Board is firmly committed to taking whatever steps are 
needed to protect the rights of its staff and to carrying out programs 
that foster the development of each employee's potential. We believe an 
investment in efforts that strongly promote EEOD will prevent the 
conflict and the high costs of correction for taking no, or inadequate, 
action in these areas.
    The Farm Credit Administration (FCA) Board adopts the following 
policy statement:
    It is the policy of the FCA to prohibit discrimination in Agency 
policies, program practices, and operations. Employees, applicants for 
employment, and members of the public who seek to take part in FCA 
programs, activities, and services will be treated fairly. The FCA 
Board Chairman and Chief Executive Officer (CEO) is ultimately 
responsible for ensuring that FCA meets all EEOD requirements and 
initiatives in accordance with laws and regulations, to maintain a 
workplace that is free from discrimination and that values all 
employees. FCA, under the appropriate laws and regulations, will:
     Ensure equal employment opportunity based on merit and 
qualification, without discrimination because of race, color, religion, 
sex (including sexual orientation), age (40 or older), national origin, 
disability, status as a parent, genetic information, or filing of a 
complaint, participation in discrimination or harassment complaint 
proceedings, or other opposition to discrimination;
     Provide for the prompt and fair consideration of 
complaints of discrimination;
     Make reasonable accommodations for qualified applicants 
for employment and employees with physical or mental disabilities under 
law;
     Make reasonable accommodations based on applicants' and 
employees' religious beliefs or practices, consistent with Title VII;
     Provide an environment free from harassment to all 
employees;
     Create and maintain an organizational culture that 
recognizes, values, and supports employee and public diversity and 
inclusion;
     Develop objectives within the Agency's operation and 
strategic planning process to meet the goals of EEOD and this policy;
     Implement affirmative programs to carry out this policy 
within the Agency; and
     To the extent practicable, seek to encourage the Farm 
Credit System to continue its efforts to promote and increase 
diversity.

Diversity and Inclusion

    The FCA intends to be a model employer. That is, as far as 
possible, FCA will build and maintain a workforce that reflects the 
rich diversity of individual differences evident throughout this 
Nation. The Board views individual differences as complementary and 
believes these differences enrich our organization. When individual 
differences are respected, recognized, and valued, diversity becomes a 
powerful force that can contribute to achieving superior results. 
Therefore, we will create, maintain, and continuously improve on an 
organizational culture that fully recognizes, values, and supports 
employee diversity. The Board is committed to promoting and supporting 
an inclusive environment that provides to all employees, individually 
and collectively, the chance to work to their full potential in the 
pursuit of the

[[Page 41259]]

Agency's mission. We will provide everyone the opportunity to develop 
to his or her fullest potential. When a barrier to someone achieving 
this goal exists, we will strive to remove this barrier.

Affirmative Employment

    The Board reaffirms its commitment to ensuring FCA conducts all of 
its employment practices in a nondiscriminatory manner. The Board 
expects full cooperation and support from everyone associated with 
recruitment, selection, development, and promotion to ensure such 
actions are free of discrimination. All employees will be evaluated on 
their EEOD achievements as part of their overall job performance. 
Though staff commitment is important, the role of supervisors is 
paramount to success. Agency supervisors must be coaches and are 
responsible for helping all employees develop their talents and give 
their best efforts in contributing to the mission of the FCA.

Workplace Harassment

    It is the policy of the FCA to provide a work environment free from 
unlawful discrimination in any form, and to protect all employees from 
any form of harassment, either physical or verbal. The FCA will not 
tolerate harassment in the workplace for any reason. The FCA also will 
not tolerate retaliation against any employee for reporting harassment 
or for aiding in any inquiry about reporting harassment. FCA begins 
prompt, thorough, and impartial investigations within 10 days of 
receiving notice of harassment allegations.

Disabled Veterans Affirmative Action Program (DVAAP)

    A disabled veteran is defined as someone who is entitled to 
compensation under the laws administered by the Veterans Administration 
or someone who was discharged or released from active duty because of a 
service-connected disability.
    The FCA is committed to increasing the representation of disabled 
veterans within its organization. Our Nation owes a debt to those 
veterans who served their country, especially those who were disabled 
because of service. To honor these disabled veterans, the FCA shall 
place emphasis on making vacancies known to and providing opportunities 
for employing disabled veterans.

    Dated this 24th day of August 2017.

    By Order Of The Board.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2017-18416 Filed 8-29-17; 8:45 am]
 BILLING CODE 6705-01-P