Equal Opportunity

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Diversity
People with Disabilities

Diversity

At the Environmental Protection Agency, diversity is our strength - and a vital element in bringing a balance of perspectives to bear on every challenge we face. We are committed to employing people as diverse as the nation we serve.

The following are a few examples of the initiatives that support the professional and personal development of a diverse workforce at the Environmental Protection Agency.

Asian American and Pacific Islander Initiative
EPA is working to implement the goals of Executive Order 13125, to increase opportunities and improve the quality of life of Asian Americans and Pacific Islanders (AAPIs). Its long-term strategy is to promote opportunities for community partnership, economic development, education, and employment.

Hispanic Initiatives at EPA and Beyond
EPA's National Hispanic Outreach Strategy sets forth a comprehensive and detailed approach to promoting greater access to economic and employment opportunities, increasing support, facilitating access to environmental information, and improving the delivery of programs and services of importance to the Hispanic community.

Hispanics are the largest and fastest growing diversity group in America. According to the Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Labor, Hispanic and Latino Americans are identified as one of two "severely under-represented diversity groups" in the federal government in terms of employment. At EPA, this endeavor is taken seriously. In the summer of 2007, EPA helped to author, establish, and lead a new and special partnership through a Memorandum of Understanding (MOU) with the largest and oldest Hispanic civil rights organization in America - the League of United Latin American Citizens (LULAC), to address critical issues paramount to Hispanics.

Affinity Group Initiatives
The following are non-labor employee constituency groups:

Gay, Lesbian, or Bisexual Employees (GLOBE)
Federal Older Workers League (Fed OWL)
Asian Pacific American Council (APAC)
Federal Managers Association (FMA)
Blacks in Government (BIG)
African American Male Forum (AAMF)
Hispanic Advisory Council (HAC)

Office of Civil Rights
EPA's Office of Civil Rights is responsible to provide leadership, direction and advice to managers and supervisors in carrying out their equal opportunity and civil rights responsibilities and to ensure that recipients of EPA financial assistance and others comply with the relevant non-discrimination requirements under federal law.

People with Disabilities

Commitment

Through the Americans with Disabilities Act, we can hire through traditional competitive hiring processes or by means of a noncompetitive, or special appointing authority. In addition, we are committed to providing reasonable accommodation throughout the hiring process and employment.

Eligibility Requirements
Reasonable Accommodation
Special Appointing Authorities

Eligibility Requirements
To be considered an individual with a disability, you must meet one of the following criteria:

have a physical or mental impairment which substantially limits one or more of your major life activities
have a record of such an impairment, or
are regarded as having such an impairment. For additional information, consult the Equal Employment Opportunity Commission Website.

Reasonable Accommodation
EPA provides reasonable accommodation to applicants with disabilities. If you need a reasonable accommodation for any part of the job application and hiring process, and you meet the eligibility requirements listed above, please notify the human resources specialist listed on the vacancy announcement, contact an EPA Human Resources Office at the location where you are seeking employment. The decision on granting a reasonable accommodation is handled on a case-by-case basis.

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Special Appointing Authorities
The Office of Personnel Management (OPM) has established special appointing authorities for people with disabilities. These authorities allow EPA to hire:

readers, interpreters and personal assistants for employees with severe disabilities
people with cognitive disabilities (mental retardation). They may qualify for conversion to permanent status after two years of satisfactory service.
people with severe physical disabilities who have demonstrated satisfactory performance through a temporary appointment, or have been certified as likely to succeed in performing the duties of the job. After two years of satisfactory service, they may qualify for conversion to permanent status.