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CHAPTER 3. EQUAL EMPLOYMENT OPPORTUNITY
Section 3.1 Equal Employment Opportunity Policy and Plans
Section 3.2 Disability-Related Policy and Program
3.1 Equal Employment Opportunity Policy and Plans.
(a) As required by Executive Order 2003-10, Equal Employment Opportunity,
agencies, independent boards and commissions under the Governor’s jurisdiction
are prohibited from discriminating against any employee or applicant for
employment because of race, color, religious creed, ancestry, union membership,
age, gender, sexual orientation, gender identity or expression, national origin,
AIDS or HIV status or disability. Every effort is to be exerted to prevent and
eliminate discrimination and to include members of minority groups and women
at every level of employment, including recruitment, selection, appointment,
promotion, training, delegation and decision-making. All management personnel
of agencies, independent boards and commissions must participate in equal
employment opportunity planning, implementation and monitoring.
(b) All management personnel of agencies, independent boards and commissions
under the Governor’s jurisdiction must ensure that commitment to equal
employment opportunity is clearly communicated to all managers, supervisors
and employees. Agency heads and management personnel must provide
adequate support to staff that is responsible for implementing equal employment
opportunity programs.
(c) The equal employment opportunity staff of state agencies, independent boards
and commissions under the Governor’s jurisdiction and the Office of
Administration, Bureau of Equal Employment Opportunity will monitor all aspects
of the human resources management system that have an impact on equal
employment. They are to act as consultants to management in identifying equal
employment opportunity issues, problem areas and appropriate solutions.
(d) Each agency, independent board and commission under the Governor’s
jurisdiction must analyze its workforce for underutilization of minorities and
women using the methodology that is established by the Office of Administration,
Bureau of Equal Employment Opportunity. Each agency, independent board and
commission must establish objectives for increasing the employment
opportunities of minorities and women at all job levels where they are not
proportionately employed in comparison to their availability in the labor force.
Objectives are to be accompanied by detailed action plans for their achievement.
(e) Pursuant to Manual 410.3, Guidelines for Equal Employment Opportunity Plans
and Programs, each agency, independent board and commission under the
Governor’s jurisdiction must prepare and file an annual equal employment
opportunity plan with the Office of Administration, Bureau of Equal Employment
Opportunity.
(f) Each agency, independent board and commission under the Governor’s
jurisdiction must establish an internal tracking system to monitor personnel
transactions and training opportunities offered to employees. Annual agency
equal employment opportunity plans and quarterly reports will be used to assess
percentage and programmatic achievements.