Here's how you know
 **Official websites use .mil** .mil
 **Secure .mil websites use HTTPS** lock () https://


Skip to main content (Press Enter).
 Toggle navigation
                
                Defense Intelligence Agency
                        COMMITTED TO EXCELLENCE IN DEFENSE OF THE NATION
                    Defense Intelligence Agency
            Search
                        Search DIA:
                            Search
                    Search DIA:
                        Search
                        
                        Facilities Operating StatusEmployee Resources
    Home

    About
    
        FAQs

    Organization
        
        Locations

    Missile and Space Intelligence Center

    Joint Military Attache School

    Joint Military Intelligence Training Center

    Office of the Inspector General

    Equal Opportunity & Diversity

    Military Integration Office

    History
        
        DIA Museum

    George Washington Letters

    Directors of DIA

    The Historians

    Patriots Memorial

    Sexual Assault Prevention and Response

    Contact Us

    News & Features
    
        Articles

    Videos

    DIA in the News

    Threat Reports

    Photo Gallery

    No FEAR

    Podcasts

    DIA Comics

    Careers & Opportunities
    
        Career Fields
        
        Analysis

    Counterintelligence

    Finance & Acquisition

    Human Intelligence

    Human Services

    Information Technology

    Inspector General

    Legal

    Mission Management

    Office Management & Infrastructure

    Science & Technology

    Security

    Search Vacancies

    Apply to DIA

    Hiring Process

    Internships

    Veteran Programs

    Business
    
        Contractor Personnel Security

    SIA3

    SITE III

    Innovation

    NeedipeDIA

    Office of Small Business Programs

    Small Business FAQs  HOME News & Features
 On May 15, 2002, President George W. Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation (NO FEAR) Act, which increases Federal agency accountability for acts of discrimination or reprisal against employees.
 One of the requirements for the NO FEAR Act is that Federal agencies post certain summary statistical data on their public websites relating to equal employment opportunity complaints filed against the respective agencies. Information for the DIA, as required by the NO FEAR Act, follows. The data is updated on a quarterly basis.
 I. DISCRINIMATION COMPLAINTS FILED:
   FY 2024 Q1
   FY 2023 Q4
   FY 2023 Q3
   FY 2023 Q2
   FY 2023 Q1
   FY 2022
   FY 2021
   FY 2020
   FY 2019
   FY 2018A. Complaints filed
   15
   10
   8
   19
   8
   37
   45
   28
   50
   45B. Number of individual filers
   15
   10
   8
   19
   8
   37
   45
   28
   50
   44C. Individual filing two or more complaints
   0
   0
   0
   0
   0
   0
   0
   0
   0
   1II. BASES OF COMPLAINTS FILED:A. Race
   6
   5
   1
   5
   1
   15
   19
   10
   17
   17B. Color
   1
   1
   0
   0
   1
   3
   9
   1
   5
   7C. Religion
   1
   0
   0
   7
   0
   2
   4
   1
   5
   2D. Reprisal
   6
   4
   0
   6
   6
   23
   28
   55
   26
   19E. Sex
   9
   6
   2
   7
   2
   19
   19
   16
   19
   18F. National origin
   3
   2
   2
   0
   0
   3
   6
   1
   5
   5G. Age
   4
   3
   2
   3
   1
   10
   16
   7
   6
   10H. Disability
   4
   1
   2
   10
   3
   16
   17
   14
   15
   18I. Equal pay
   0
   0
   0
   0
   0
   0
   0
   0
   1
   0J. Pregnancy Discrimination Act
   0
   1
   0
   1
   0
   1
   0
   0
   1
   0K. GINA
   0
   0
   0
   1
   0
   2
   0
   0
   0
   0L. Other
   0
   0
   0
   0
   0
   0
   1
   0
   0
   5III. ISSUES OF COMPLAINTS FILED:
   FY 2024 Q1
   FY 2023 Q4
   FY 2023 Q3
   FY 2023 Q2
   FY 2023 Q1
   FY 2022
   FY 2021
   FY 2020
   FY 2019
   FY 2018A. Appointment / Hire
   1
   0
   1
   1
   0
   3
   3
   5
   14
   9B. Assignment of duties
   0
   0
   1
   1
   1
   0
   8
   3
   7
   4C. Awards
   0
   0
   0
   0
   0
   0
   0
   0
   5
   2D. Disciplinary action / reprimanded
   5
   2
   0
   4
   1
   6
   1
   0
   13
   0E. Duty hours
   0
   1
   0
   3
   0
   0
   0
   1
   0
   3F. Evaluation / Appraisal
   2
   1
   0
   2
   2
   1
   4
   0
   4
   6G. Examination / Test
   0
   0
   1
   5
   0
   1
   0
   0
   1
   0H. Harassment / Non-Sexual
   4
   3
   3
   4
   1
   18
   17
   11
   14
   27I. Harassment / Sexual
   0
   2
   0
   3
   0
   1
   1
   1
   3
   2J. Pay / Overtime
   1
   0
   0
   2
   1
   0
   0
   0
   0
   0K. Promotion / Non-Selection
   2
   1
   2
   2
   1
   4
   8
   3
   6
   9L. Reasonable accommodation
   1
   1
   2
   2
   2
   5
   1
   1
   4
   4M. Reassignment
   2
   1
   0
   0
   1
   1
   3
   0
   4
   9N. Termination
   0
   0
   1
   2
   0
   0
   2
   0
   3
   3O. Terms / Conditions of employment
   2
   0
   1
   0
   1
   0
   1
   0
   0
   3P. Time / Attendance
   0
   0
   1
   1
   1
   1
   1
   0
   0
   4Q. Training
   0
   0
   0
   1
   1
   3
   1
   2
   0
   5R. Other
   0
   0
   0
   0
   0
   7
   0
   0
   4
   3IV. PENDING COMPLAINTS FILED PREVIOUS YEARS
   FY 2024 Q1
   FY 2023 Q4
   FY 2023 Q3
   FY 2023 Q2
   FY 2023 Q1
   FY 2022
   FY 2021
   FY 2020
   FY 2019
   FY 2018Total complaints from previous fiscal years
   59
   110
   110
   110
   110
   69
   69
   69
   96
   79Total complaints
   50
   110
   110
   110
   110
   69
   69
   69
   95
   77NUMBER OF PENDING COMPLAINANTSInvestigation
   19
   19
   19
   17
   17
   17
   14
   14
   12
   4ROI issued, pending complainant's action
   3
   3
   3
   1
   1
   1
   0
   9
   6
   0Hearing
   26
   34
   33
   29
   29
   29
   57
   51
   61
   69Final Agency action
   9
   2
   1
   7
   7
   7
   8
   0
   0
   6Appeal with EEOC Office of Federal Operations
   
   17
   19
   17
   17
   16
   5
   5
   5
   0V. COMPLAINT INVESTIGATORS
   FY 2024 Q1
   FY 2023 Q4
   FY 2023 Q3
   FY 2023 Q2
   FY 2023 Q1Pending complaints where investigations exceeds required time frames
   0
   0
   0
   0
   0
   0
   12
   0
   21
   12VI. DISMISSALS PURSUANT TO
   29 C.F.R.A. Dismissals
   1
   0
   0
   0
   10
   8
   3
   6
   3
   1B. Average days pending dismissals
   44
   0
   0
   N/A
   60
   52.75
   110
   828
   41
   50VII. COMPLAINTS WITHDRAWN BY COMPLAINANTS
   0
   0
   0
   0
   0
   2
   4
   4
   5
   5VIII. FINDINGS OF DISCRIMINATION
   0
   0
   0
   0
   0
   0
   0
   0
   0
   0IX. COMPLAINTS PENDING AT END OF FISCAL YEAR
   FY 2023
   FY 2023 Q4
   FY 2023 Q3
   FY 2023 Q2
   FY 2023 Q1
   FY 2022
   FY 2021
   FY 2020
   FY 2019
   FY 201859
   59
   62
   
   
   62
   73
   69
   108
   108
 NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION RETALIATION ACT OF 2002 On May 15, 2002, President Bush signed legislation called the No FEAR Act. This act, which took effect on October 1, 2003, makes Federal agencies individually accountable for violations of anti-discrimination and whistleblower protection laws. Requirements and agency responsibilities under the No FEAR Act include: PAYMENT OF SETTLEMENTS AND JUDGMENTS Agencies that lose or settle discrimination and whistleblower cases must pay judgments out of their individual budgets. In the past, most of these settlements and judgments were paid from a Government-wide “judgment fund.” Under the new law, agencies must now reimburse the fund for court judgments and settlement payments to complainants. EMPLOYEE INFORMATION AND EDUCATION Agencies must give their employees, former employees, and applicants for employment written notification of discrimination and whistleblower protection laws. This written notification must include posting the information on the agency’s website. Agencies are also required to provide their employees with training regarding the rights and remedies applicable to them under these laws. TRAINING FOR MANAGERS Agencies should ensure that managers have adequate training in the management of a diverse workforce and in dispute resolution and other essential communication skills. ANNUAL REPORTS TO CONGRESS Each agency must file an annual report with Congress, the Equal Employment Opportunity Commission, and the Attorney General providing information about discrimination and whistleblower cases filed against the agency, including details on how cases were resolved and any disciplinary actions against agency employees resulting from violations of discrimination and whistleblower protection laws. ONLINE POSTING OF EEO COMPLAINT DATA Each Federal agency must post on its public website summary statistical data relating to equal opportunity complaints filed against the agency. The agency must post data for the current fiscal year on a cumulative basis (year-to-date information), updated quarterly. An agency also must post year-end data for the five previous fiscal years for comparison purposes. The posting of EEO data on agency public web sites is intended to help Congress, Federal agencies, and the public assess whether and the extent to which agencies are living up to their equal employment opportunity responsibilities. For additional information, please contact the Equal Opportunity Office at 202-231-8178.
 Link Disclaimer
 Web Policy
 No FEAR Act
 DIA Inspector
                                                General
 OPM.gov
 DIA Facility Status
 Equal Opportunity & Diversity
 Employee Resources
 Web Policy & Security
 Defense.gov
 Intel.gov
 FOIA
 Contact Us
 Open GOV
 Site Map
 Back to top
            Upward pointing chevron graphic
 Hosted by Defense Media Activity - WEB.mil