Equal Employment Opportunity is based on laws, regulations, and affirmative employment requirements. Title VII of the Civil Rights Act of 1964, as amended, recognizes eight classes that are protected from discrimination, with additional policies expanding upon the anti-discrimination mandates. All Federal employees and job applicants are protected under this law, including summer interns and student volunteers. Protected classes and types of discrimination include:
- Age (over 40 years)
- Disability (Emotional, Mental, Neurological, and Physical)
- Equal Compensation
- Genetic Information
- National Origin
- Pregnancy and the Pregnant Workers Fairness Act
- Race/Color
- Religion
- Retaliation
- Sex (Gender Identity, Pregnancy, and Sexual Orientation)
- Sexual Harassment
- Other Types of Prohibited Discrimination (not enforced by EEOC)
See below for a full list of the laws enforced by the Equal Employment Opportunity Commission prohibiting discrimination.
- Title VII of the Civil Rights Act of 1964 (Title VII), which prohibits employment discrimination based on race, color, religion, sex, or national origin.
- Title VI of the Civil Rights Act of 1964 (Title VI), which prohibits exclusion from participation in, denial of benefits of, and discrimination under federally assisted programs on grounds of race, color or national origin.
- Equal Pay Act of 1963 (EPA), which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.
- The Age Discrimination in Employment Act of 1967 (ADEA), which protects individuals who are 40 years of age or older.
- Title I and Title V of the Americans with Disabilities Act of 1990 (ADA), which prohibit employment discrimination against qualified individuals with disabilities in the private sector and in state and local governments.
- Sections 501 and 505 of the Rehabilitation Act of 1973, prohibit discrimination against qualified individuals with disabilities who work in the Federal Government.
- The Civil Rights Act of 1991, which, among other things, provides monetary damages in cases of intentional employment discrimination.
- The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (The No Fear Act of 2002) requires Federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws; agencies must also make employees aware of discrimination and whistleblower protection laws; require that each Federal agency post quarterly on its public website, certain statistical data relating to Federal sector equal employment opportunity complaints filed with such agency; and for other purposes. (Effective October 1, 2003)
- Executive Order 13985, titled Advancing Racial Equity and Support for Underserved Communities through the Federal Government, established that the Government should advance equity for all, including people of color and others who have been historically underserved, marginalized, and adversely affected by persistent poverty and inequality. This E.O. led to Service Equity Assessments that were conducted in early 2023 across the nation.
- Executive Order 14035, titled Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, strengthens the Federal workforce by promoting DEIA in recruitment, hiring, employee development, promotions, and retention, in order to cultivate a workforce that reflects the full diversity of the American people.
- Executive Order 14091, titled Further Advancing Racial Equity and Support for Underserved Communities Through the Federal Government, builds upon previous equity-related Executive Orders by extending and strengthening equity-advancing requirements for agencies, and it positions agencies to deliver better outcomes for the American people. This edict orders the Federal Government to pursue ambitious goals to build a strong, fair, and inclusive workforce and economy and invest in communities where Federal policies have historically impeded equal opportunity – both rural and urban. This E.O. establishes Equity-Focused Leadership in Federal Agencies by developing Agency Equity Teams.
