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The U.S. Department of Justice reaffirmed its commitment to equal employment opportunity and anti-discrimination policies, protecting applicants and employees from various forms of discrimination, harassment, and retaliation.
The DOJ's policy covers all aspects of employment, from recruitment to separation, and emphasizes the importance of reasonable accommodations for disabilities and religious observances. The policy also encourages the use of alternative dispute resolution for EEO complaints and ensures that all employees and applicants have the right to raise allegations of discrimination without fear of reprisal.
The U.S. Department of Justice (DOJ) has reaffirmed its commitment to equal employment opportunity (EEO) and anti-discrimination policies, protecting applicants and employees from various forms of discrimination, harassment, and retaliation. The policy covers all aspects of employment, from recruitment to separation, and emphasizes the importance of reasonable accommodations for disabilities and religious observances. The DOJ encourages the use of alternative dispute resolution (ADR) for EEO complaints and ensures that all employees and applicants have the right to raise allegations of discrimination without fear of reprisal. The policy also highlights the DOJ's role in upholding EEO principles in its service to the United States and in supporting its workforce, who work tirelessly to uphold the rule of law, keep the country safe, and protect civil rights. The DOJ is an equal opportunity employer, and employees or applicants who believe they have been subjected to discrimination or retaliation should contact their DOJ Component EEO office within 45 calendar days.
Extracted insights
- person corrective action
- agency doj employees
- agency doj workforce
- person legal protections
- person reasonable accommodations
- Department remains steadfast in Commitment to EEO
- Department provides Reasonable Accommodations
- Department supports Use of ADR
- DOJ Employees are afforded Legal Protections
- Department will uphold Principles of EEO
- DOJ Workforce uphold Rule of Law
- Department will take Corrective Action
U.S. Department of Justice EQUAL EMPLOYMENT OPPORTUNITY POLICY Issue Date: 12/31/2025 The Department remains steadfast in its commitment to equal employment opportunity (EEO) and treating employees with fairness, dignity and compassion. We must ensure that no applicant for employment or employee of our Department is denied equal opportunity because of race, color, religion, national origin, sex – including pregnancy – or because of age, physical or mental disability, protected genetic information, parental status, marital status, political affiliation, or any other non-merit based factor and that all have the freedom to compete on a fair and level playing field. We also must protect our workforce and applicants from retaliation for participating in EEO activity or opposing discriminatory acts. These protections should apply to all personnel and employment programs, management practices and decisions, including, but not limited to, recruitment, hiring, merit promotions, transfers, reassignments, training and career development, benefits, and separations. We will take swift and appropriate corrective and/or disciplinary action when anyone is found to have engaged in discrimination, retaliation, or harassment, including sexual harassment, that is prohibited by our policies regardless of whether the discrimination, retaliation, or harassment violates federal law. In addition, the Department provides reasonable accommodations to employees and applicants with disabilities or known limitations related to pregnancy, childbirth, or related medical conditions, and for religious observances or practices, in accordance with established law. The Department also supports the use of alternative dispute resolution (ADR) to resolve EEO complaints and requires management participation when ADR is approved for use. Finally, all DOJ employees and applicants for employment are afforded legal protections against EEO violations and have the right to raise allegations of discrimination and harassment without fear of reprisal. Contractors have similar protections if it is determined that the agency is a joint employer. Employees who believe they have been subjected to discrimination, or to retaliation for participating in EEO activity or for opposing discrimination, should contact their DOJ Component EEO office within 45 calendar days of when the alleged harm occurred. Applicants for employment should contact the EEO Office that services the employing DOJ Component where the alleged act of discrimination occurred. The Department will uphold principles of EEO in its service to the United States and in support of the DOJ workforce who work tirelessly to uphold the rule of law, keep our county safe, and to protect civil rights. DOJ IS AN EQUAL OPPORTUNITY EMPLOYER
U.S. Department of Justice EQUAL EMPLOYMENT OPPORTUNITY POLICY Issue Date: 12/31/2025 The Department remains steadfast in its commitment to equal employment opportunity (EEO) and treating employees with fairness, dignity and compassion. We must ensure that no applicant for employment or employee of our Department is denied equal opportunity because of race, color, religion, national origin, sex – including pregnancy – or because of age, physical or mental disability, protected genetic information, parental status, marital status, political affiliation, or any other non-merit based factor and that all have the freedom to compete on a fair and level playing field. We also must protect our workforce and applicants from retaliation for participating in EEO activity or opposing discriminatory acts. These protections should apply to all personnel and employment programs, management practices and decisions, including, but not limited to, recruitment, hiring, merit promotions, transfers, reassignments, training and career development, benefits, and separations. We will take swift and appropriate corrective and/or disciplinary action when anyone is found to have engaged in discrimination, retaliation, or harassment, including sexual harassment, that is prohibited by our policies regardless of whether the discrimination, retaliation, or harassment violates federal law. In addition, the Department provides reasonable accommodations to employees and applicants with disabilities or known limitations related to pregnancy, childbirth, or related medical conditions, and for religious observances or practices, in accordance with established law. The Department also supports the use of alternative dispute resolution (ADR) to resolve EEO complaints and requires management participation when ADR is approved for use. Finally, all DOJ employees and applicants for employment are afforded legal protections against EEO violations and have the right to raise allegations of discrimination and harassment without fear of reprisal. Contractors have similar protections if it is determined that the agency is a joint employer. Employees who believe they have been subjected to discrimination, or to retaliation for participating in EEO activity or for opposing discrimination, should contact their DOJ Component EEO office within 45 calendar days of when the alleged harm occurred. Applicants for employment should contact the EEO Office that services the employing DOJ Component where the alleged act of discrimination occurred. The Department will uphold principles of EEO in its service to the United States and in support of the DOJ workforce who work tirelessly to uphold the rule of law, keep our county safe, and to protect civil rights. DOJ IS AN EQUAL OPPORTUNITY EMPLOYER