FY21 Total Workforce by Race and Sex

50%
45%
2 40%
e 35%
5 30%
3 25%
s 20%
= 15% i
& 10%
- nH
ox + Mill -—_. _
Black/ Native American
Hispanic or Waite Pood Asian Hawalian/ Indian Two or
Latino : Pacific Alaskan more races
American 5
Islander Native
males 4.00% 43.24% 8.76% 2.67% 0.00% 0.19% 0.00%
m1 Females 2.67% 24.00% 10.29% 3.81% 0.00% 0.19% 0.19%
|= NCLF Males 5.17% 38.33% 5.49% 1.97% 0.07% 0.55% 0.26%
NCLF Females 4.79% 34.03% 6.53% 1.93% 0.07% 0.53% 0.28%

In FY21, DSCA’s workforce was comprised of 525 employees.

e The majority of DSCA’s workforce was comprised of White males (227, 43.24%) which was
above their NCLF (38.33%) by 4.91%.

e Black/ African American: Both above their NCLF (5.49% and 6.53%, respectively) - Males (46,
8.76%) and females (54, 10.29%) were well represented.

e Hispanic or Latino: Underrepresented - Males at 4% (21 employees) and females at 2.67% (14
employees)

e Asian: Well represented and above their NCLF - Males at 2.67% (14 employees) and females at
3.81% (20 employees)

e Native Hawaiian/Pacific Islander: Males and females were not represented.

e American Indian/Alaskan Native: Males and females underrepresented — Males at 0.19% (1
employee) and females at 0.19% (1 employee)

e Two or more races: Males were not represented, and females were underrepresented — Females at
0.19% (1 employee)


EEO Occupati | Pay

Program onal Plan- | Phone

Staff Name Title Series Grade _| Number | Email Address
ion Program Coordinator

Manager (DPC)

Other Leonard EEO Specialist | 0260 GS-12 | 571.268. | Leonard.starrjr@d
Responsible | Starr, Jr. 9441 Ja.mil

EEO Staff

Other Michelle | Program 0343 GS-12 | 571.767. | Michelle.crafts@d
Responsible | Crafts Analyst 1105 Jamil

EEO Staff

Part D.1 — List of Subordinate Components Covered in this Report.
Please identify the subordinate components within the agency (e.g., bureaus, regions, etc.)
Qf the agency does not have any subordinate components, please check this box.

Subordinate Country
Component City State (optional) Agency Code _| FIPS Codes
N/A

Part D.2 —- Mandatory and Optional Documents for this Report
In the table below, the agency must submit these documents with its MD-715 report.

Did the
agency
submit the
mandatory
Mandatory documents document? | Comments
Organization Chart Yes
Strategic Plan Yes
EEO Policy Statement Yes
Anti-Harassment Policy & Procedures Yes
Reasonable Accommodation Procedures Yes
Personal Assistance Services Procedures Yes
Alternative Dispute Resolution Procedures Yes

In the table below, the agency may decide whether to submit these documents with its MD-715 report.

DSCA is serviced by DLA.



Part E.4 — Executive Summary: Accomplishments

On June 16, 2022, EEOC conducted a Technical Assistant Visit (TAV) on DSCA’s EEO program. Asa
result, DSCA has accomplished the following:

EEO policy statement did not comply with EEOC guidance. DSCA did not post the agency’s
EEO policy, RA and Personal Assistance Services procedures, Architectural Barriers Act
information. In October 2022, DSCA posted all to its to public website.

DSCA does not timely post its quarterly No FEAR Act data on its public website. In November
2022, DSCA posted its FY22 Q4 No FEAR Acct report to its public website.

DSCA’s anti-harassment policy and procedures do not comply with EEOC guidance. On April
25, 2022, EEOC approved DSCA’s Anti-Harassment instruction 1020.01 Workplace Harassment
Prevention and Response and on October 22, 2022 DSCA established its agency Anti-Harassment
policy statement and posted to its public website.

DSCA’s did not post its Affirmative Action Plan (AAP) for person with disabilities to its public
website. In February 2023 DSCA posted its FY21 AAP to its public website.

DSCA did not have systems in place to accurately collect, monitor, and analyze external and
internal applicant flow data. In FY22, DO-S received applicant flow data that contained all
demographic data such as race, sex, and disability status.

Career Development Data (CDD) was not provided for the FY21 report. In FY22, DSCA
provided CDD data.

Part E.5 — Executive Summary: Planned Activities

Planned activities for FY23 will include establishment of a training program, finalize the EEO awards
instruction that was approved by EEOC August 31, 2022, and coordination regarding an EEO training
program. DO-S will continue to support DSCA by implementing Part H plans to ensure timeframes are
met in accordance with EEOC regulations, DSCA continues to leverage those underrepresented groups to
continue to meet their mission.



indigenous people. We recognize the rich and diverse cultures, traditions, and histories of
American Indians and Alaskan Natives.

Essential Element C
Management and Program Accountability — requires the agency head to hold all managers, supervisors,
and EEO officials responsible for the effective implementationof the agency’s EEO program and plan.

Managers are held accountable for complying with EEO standards and expectations. DO-S will ensure
that DSCA continues to maintain a performance element related to EEO for its managers and supervisors.

EEOC Technical Assistance Visit (TAV):
On June 15, 2022, EEOC conducted a Technical Assistance Visit (TAV) on the DSCA’s EEO program.
Since EEOC’s TAV, DSCA has made progress in its anti-harassment and EEO awards programs.

Anti-Harassment Program:

DSCA established an anti-harassment procedure (FY21) which was approved by EEOC (FY22). Refer to
Essential Element A regarding dissemination of EEO information to its workforce. DSCA also
established an Anti-Harassment policy statement on October 27, 2022 and was added it to its public
website.

Recognition for Superior Accomplishments in EEO:
DSCA established a draft awards instruction; and submitted to and was approved by EEOC. Refer to
Essential Element A. DSCA is working to incorporate into its existing awards program.

Reasonable Accommodations:

The RAs for the DSCA workforce are handled by DO-S under the auspices of the DLA RA Instruction
1440.01. DO-S continues to address the RA needs of its servicing population utilizing the Agency’s RA
Instruction. Refer to Essential Element A regarding dissemination of DO-S’ contact information to
DSCA’s workforce. DSCA’s public website contains the agency’s RA policy statement, procedures, and
EEO contact information, including Personal Assistance Services (PAS). Refer to Essential Element B
regarding its training program for its workforce.

Essential Element D
Proactive Prevention of Unlawful Discrimination — requires the agency head to make early efforts to
prevent discriminatory actions and eliminate barriers to equal employment opportunity in the workplace.

Affirmative Action Plan:
During FY22, DSCA posted its FY20 Affirmative Action Plan to its public website and in February 2023,
DSCA posted its FY21 Affirmative Action Plan to its public website.

Essential Element E
Efficiency — requires the agency to have effective systems in place for evaluating the impact and
effectiveness of the agency’s EEO program, as well as an efficient and fair dispute resolution program.


and inspiring the workforce; honoring diversity and inclusivity of thinking, experiences, and
backgrounds; and treating everyone and conduct all aspects of the Agency’s mission with dignity.

Part E.2 — Executive Summary: Essential Elements A-F

Essential Element A

Demonstrated Commitment from Agency Leadership — requires the agency head to issue written
statements ensuring a workplace free of discriminatory harassment and commitment to equal employment
opportunity.

Equality of opportunity for our workforce is one of DSCA’s unwavering endeavors. Equality, diversity,
and inclusion are integral components of DSCA’s mission and strategic goals. As such, the Agency’s
Director participates in student diversity engagement groups as well as serves as a featured speaker at
Special Emphasis Programs (SEP) offerings throughout the DoD community. This commitment helped
inform the decision for the Agency’s leadership to partner with an established force in the DoD EEO
community such as DLA. This collaboration ensures as an independent agency, DSCA is better postered
to restructure the current EEO offerings to provide a model EEO program for our employees.

DLA Headquarters (HQ) EEO Operations Division (DO-S) is the servicing agency for DSCA. DO-S
ensures DSCA maintains an effective model EEO program in accordance with the EEOC regulations for
establishing the agency’s MD-715 report throughout each Fiscal Year.

In FY22, DO-S was comprised of a Staff Director, Complaints Manager, Affirmative Employment
Program Manager (AEPM), Disability Program Coordinator (DPC), EEO Specialist, Program Analyst,
and Sign Language Interpreters with support from the DLA EEO Diversity and Inclusion at the HQ level.

The DO-S Staff Director reports to the DLA Deputy Director of HQ, Office of EEO Diversity and
Inclusion, who reports to the DLA Director of HQ Office of EEO Diversity and Inclusion Director. The
DO-S Staff Director also reports to the DSCA Director. Refer to Essential Element B for further details
regarding this reporting structure.

Policies and Procedures:

DSCA ensured policy statements and procedures were disseminated to its workforce in accordance with
EEOC regulations in establishing a model EEO program. DSCA has its EEO policy statements and
procedures posted on its public website. In March and October 2022, the agency’s head signed new
policy statements and DSCA ensured they were posted to its public website: (1) EEO, (2) Diversity and
Inclusion, (3) Alternative Dispute Resolution, (4) Prevention of Sexual Harassment, (5) RA for Persons
with Disabilities, and (6) Sexual Orientation and Gender Identity Harassment and Discrimination. DO-S
continues to work with DSCA in creating an anti-harassment policy statement. Refer to Essential Element
B regarding training.

Communication on the EEO Program

In FY22, DO-S continued to provide DSCA the EEO office’s contact information to post throughout their
workplace. These posters included DO-S’ telephone numbers, email addresses, website, and EEO laws.
DSCA continues to disseminate the required EEO information in accordance with a model EEO program
through the DO-S posters in its workplace and on its public website.


Did the

agency
submit the
optional
Optional documents document? | Comments
Diversity Policy Statement Yes
Human Capital Strategic Plan Yes
EEO Strategic Plan Yes

Results from most recent Federal Employment | Yes
Viewpoint Survey or Annual Employee Survey
Federal Equal Opportunity Recruitment Yes
Program (FEORP) Report
Disabled Veterans Affirmative Action Program | Yes
(DVAAP) Report
Operational Plan for Increasing Employment of | Yes
Individuals with Disabilities under Executive
Order 13548

Diversity and Inclusion Plan under Executive Yes
Order 13583

Part E — Executive Summary

All agencies must complete Part E.1; however, only agencies with 199 or fewer employees in permanent
FT/PT appointments are required to complete Part E.2 to Part E.5. Agencies with 200 or more employees
in permanent FT/PT appointments have the option to complete Part E.2 to E.5.

Part E.1 — Executive Summary: Mission

The Defense Security Cooperation Agency (DSCA) administers security cooperation programs that
support the United States (U.S.) policy interests and objectives identified by the White House,
Department of Defense (DoD), and the Department of State. These objectives include developing
specific partner capabilities, building alliances and partnerships, and facilitating U.S. access. DSCA
integrates security cooperation activities in support of a whole-of-government approach; provides
execution guidance to DoD entities that implement security cooperation programs exercises financial and
program management for the Foreign Military Sales system and many other security cooperation
programs and educates and provides for the long-term development of the security cooperation
workforces.

The mission of DSCA is to advance the U.S. national security and foreign policy interests by building the
capacity of foreign partners in order to encourage and enable allies and partners to respond to shared
challenges. DSCA leads the broader U.S. Security Cooperation enterprise in its efforts to train, educate,
advise, and equip foreign partners. The Agency’s vision is to lead the Security Cooperation in delivering
effective, enduring, and timely solutions, and serve as the source for SC expertise and innovation for our
defense and foreign policy stakeholders to ensure the United States remains the global partner of choice.
DSCA’s latest strategic plan outlines the agency’s focus and efforts on a full-spectrum whole-of-nation
approach with its partners, while simultaneously strengthening a diverse, certified, adaptable, and resilient
SC workforce. The foundation of DSCA’s vision is the PARTNER culture (e.g., Proactive, Accountable,
Respectful, Transparent, Networked, Empowered, and Representative) which is aimed at strengthening

6


Part F — Certification of establishment of Continuing EEO Program

I, Beverly Johnson, EEO Staff Director of Headquarters Equal Employment Opportunity. Diversity &
Inclusion, Operations Division (DO-S). GS-0260-14 am the Principal EEO Director/Official for DO-S,
Defense Logistics Agency.

The agency has conducted an annual self-assessment of Section 717 and Section 501 programs against
the essential elements as prescribed by EEO MD-715. If an essential element was not fully compliant
with the standards of EEO MD-715, a further evaluation was conducted and as appropriate, EEO Plans
for Attaining the Essential Elements of a Model EEO Program, are included with this Federal Agency
Annual EEO Program Status Report.

The agency has also analyzed its work force profiles and conducted barrier analyses aimed at detecting
whether any management or personnel policy, procedure or practice is operating to disadvantage any
group based on race, national origin, gender, or disability. EEO Plans to Eliminate Identified Barriers,
as appropriate, are included with this Federal Agency Annual EEO Program Status Report.

I certify that proper documentation of this assessment is in place and is being maintained for EEOC
review upon request.

BEVERLY JOHNSON
DLA HQ EEO Operations Division (DO-S)

Signature of Principal EEO Director/Official
Certifies that this Federal Agency Annual EEO Program Status Report is in compliance with EEOC
MD-715.

JAMES A. HURSCH
DSCA Director

Signature of Agency Head or Agency Head Designee

19


Coronavirus (COVID-19) altered work environment continued in FY22 and to meet social distancing
requirements set forth by the Center for Disease Control (CDC) and DoD regulations, DO-S continued to
research new platforms to bring awareness to the workforce through the SEP observances. For monthly
SEP observances, DO-S provided DSCA virtual SEP observances using blogs; articles; sharing “fun
facts” about underrepresented groups, highlighting individuals throughout history, their accomplishments,
culture, etc.; sharing of DoD virtual events, etc. to disseminate to its workforce. Moving forward, DO-S
will continue to research other virtual efforts to provide SEP observances to the DSCA workforce. The
following are the FY22 observances shared with the DSCA workforce.

e National African American/Black History Month: “Health and Wellness.” This theme
highlighted the contributions made by African Americans/Blacks in the medical field.

e Women’s History Month — EEOC hosted a webinar on the Equal Pay Act, featuring Lilly
Ledbetter.

e Holocaust Days of Remembrance: “Memory, Dignity, and Holocaust Remembrance Day.”
This theme focused on telling the stories of those who survived the Holocaust.

e Asian American and Pacific Islander Heritage Month: “Advancing Leaders Through
Collaboration.” This theme highlighted the achievements Asian Americans, Native
Hawaiians, and Pacific Islanders have contributed and highlighting some the achievements
and advancements of Asian American, Native Hawaiians, and Pacific Islanders.

o “Federal Protections for Asian Americans, Native Hawaiians, and Pacific Islanders in the
Workplace.” This was an EEOC hosted webinar with the keynote speaker, Dr. Russell
Jeung, co-founder of Stop AAPI Hate.

e Lesbian, Gay, Bisexual, Transgender, and Queer or Questioning (LGBT+) Pride
Month: “Service, Dignity, and Respect, ALL TOGETHER.” This theme focused on the
many laws and regulations that restricted the rights of the LGBTQ+ community and their
struggle for equality.

o Department of the Air Force hosted a LGBTQ+ Pride Month Kick Off to celebrate
the achievements in diversity and inclusion.

o DoD hosted a live stream event to bring recognition to LGBTQ+ Service members
and DoD Civilians and to recognize their contributions.

o “Harassment and Discrimination in the Workplace — With a focus upon Sexual
Harassment.” EEOC hosted webinar on sexual harassment and discrimination in the
workplace, with a focus on sexual harassment and transgender advocacy.

e Juneteenth: “Celebrating Juneteenth with the Sound of Freedom.” This theme recognized
and celebrated the freedom of enslaved African Americans in the United States.

e Women’s Equality Day: “Follow Your Yellow Brick Road.” This theme celebrated the 19"
Amendment to the Constitution which guaranteed all American women the right to vote and
changed the federal law and face of the American electorate forever.

e National Hispanic Heritage Month: “Unidos: Inclusivity for a Stronger Nation.” This
theme celebrated the many contributions, achievements, and hope of the Hispanic Americans
while serving our grate nation.

e National Disability Employment Awareness Month: “Disability: Part of the Equity
Equation.” This theme reminds us of the importance of incorporating all members of our
teams and ensuring everyone has a voice to serve.

© Information and website links were provided for the Job Accommodation Network
(JAN) and Computer/Electronic Accommodations Program (CAP)

o Information for the CAP virtual Lunch and Learn series through October.

© Information for the Eventbrite virtual events hosted through October.

e National American Indian Heritage Month: “Celebrating Respect, Culture, and
Education.” This theme acknowledges the vast achievements of America’s original

9



ANNUAL EQUAL EMPLOYMENT
OPPORTUNITY (EEO) STATUS REPORT

October 1, 2021 - September 30, 2022

; Defense Security

} Cooperation Agency

Defense Security Cooperation Agency
201 12 Street South, Suite 207
Arlington, Virginia 22202


Part E.3 — Executive Summary: Workforce Analysis

Total Workforce by Sex

In FY22,' DSCA’s total workforce was 557 which included 48 temporary and 509 permanent full-time
employees. As compared to FY21, this is an increase of 24 permanent employees (485), 8 part-time (40),
and 32 of the overall workforce (525). Although female representation increased in FY22 by 16
employees from FY21, they remained underrepresented, falling below the National Civilian Labor force
(NCLF). Male representation increased in FY22 by 16 employees from FY21, remaining well
represented.

Total Workforce by Sex

Participation Rate
8 § 6 € 8 8
xk SF RF KR RR

»
Ss
x

0%

Males Females
mFY21 58.86% 41.14%
Ww FY22 58.35% 41.65%

= NCLF 51.79% 48.21%

FY22 Total Workforce — by sex — 557 (employees)
© Males: 58.35% (325 employees)
e Females: 41.65% (232 employees)

FY21 Total Workforce — by sex — 525 (employees)
e Males: 58.86% (309 employees)
e Females: 41.14% (216 employees)

' This data reflects onboarding and departures during FY22 (October 1, 2021 through September 30, 2022).
12


Reasonable Accommodations

During FY22, a total of five (5) RA requests were made by DSCA employees which were all closed
during FY22: four (4) were granted and one (1) was withdrawn before an accommodation could be
provided. Two of the main reasons RAs were withdrawn were (1) the employee failed to engage in the
interactive process, and (2) the employee withdrew their request. Refer to Part J. Section V for timeliness
of RAs during the reporting period.

Sign Language Interpreting Services

Two full-time interpreters and ad-hoc support provided RAs for interpreting services. In addition to
interpreting, they performed duties critical to mission execution, including the duties of subject matter
experts and Contracting Officer Representatives (CORs). The type of sign language requests are typically
briefings, trainings, and meetings. During FY22, DSCA had zero (0) sign language interpreting requests.

EEO Complaints

During FY22, there were two (2) informal, one (1) formal that resulted from an informal complaint filed
in FY22, and two (2) additional formal complaints filed against DSCA. At the end of FY22, there was
one (1) informal complaint pending counseling, two (2) formal complaints pending Final Agency
Decision (FAD).

DSCA has ensured the discrimination of complaints were processed in accordance with 29 Code of
Federal Regulations (CFR) § 1614. DSCA complaint activity is tracked through a local electronic
database. In FY22, DO-S provided complaint updates through its Staff Director and Complaints Manager
who oversees the complaint process, monitors compliance, and works with EEO Counselors to ensure
timely, accurate, and consistent case processing as well as consistent within the EEO program. The Staff
Director and Complaints Manager provided regular status updates to DSCA management and advised
them on liability.

Essential Element F

Responsiveness and Legal Compliance — requires the agency or agencyhead to certify to the EEOC that
the agency is in full compliance with EEO laws and EEOC regulations, policy guidance, and other written
instructions.

In FY22, DSCA posted its FY22 fourth quarter No FEAR Act report for FY22 was posted to its public
website at www.dsca.mil/no-fear-act.

The agency head certifies that DSCA is working with DO-S with respect to EEO and diversity to work
toward full compliance with EEOC regulations.


Recognition for Superior Accomplishments in EEO:

During FY22, DSCA completed a comprehensive EEO awards instruction and nomination form for
EEOC review in July 2022. This draft instruction was approved by EEOC in August 2022 and is
currently pending incorporation into the agency’s awards program.

Essential Element B

Integration of EEO into the Agency’s Strategic Mission — requires agency EEO programs be organized
and structured to maintain a workplace free of discrimination in any of the policies, procedures, or
practices and supports the strategic mission.

Strategic Plan:

As mentioned in Part E.1 of the Executive Summary above, DSCA embraces a PARTNER culture,
meaning the Agency values being proactive, accountable, respectful, transparent, networked, empowered,
and representative. DSCA is aimed at strengthening and inspiring the workforce; honoring diversity and
inclusivity of thinking, experiences, and backgrounds; and treating everyone and conduct all aspects of
the Agency’s mission with dignity.

Training Program:

During FY22, DSCA made significant strides in locating training courses and scheduling training for its
workforce. DO-S found in FY22 that DSCA was utilizing training provided by DLA Human Resources
(HR) and had been providing training to its workforce in No FEAR Act using its Joint Knowledge
Management - Learning Management System (JKO-LMS). In September and October 2022, DSCA
began coordinating with DO-S to add EEO, RA anti-harassment, and sexual harassment training for its
workforce. DO-S and DSCA will continue to work together in establishing a timetable for recurring
training for its workforce.

DSCA and EEO Reporting Structure:

DO-S provides EEO services to DSCA; therefore, DO-S has its own internal EEO and agency reporting
structure within the DLA. DSCA delegated a liaison to ensure proper structure between DO-S (EEO
office) and the DSCA Director, and compliance with EEOC regulations. Ms. Heather Meyer, the
Assistant Director of the DSCA Office of Administration serves as the liaison. During FY22, DO-S
continued to coordinate with DSCA and provide guidance on associated regulations to guide the agency.

Regular and Recurring Meetings Between EEO and Agency Head:

DSCA promotes strategic commitment by providing qualified staff and resources to ensure quality
customer service. The DO-S Staff Director serves as the principal EEO Director for DSCA, providing
formal “State of the Agency” briefings to the DSCA Director and other designated senior leaders on a
quarterly basis. During the briefing, DO-S reviews the status of DSCA’s EEO complaints, reasonable
accommodations, workforce training, special emphasis programs, MD-715 reporting, trends, etc.
Recommendations are discussed regarding resolution and future improvements to processing complaints,
RA requests, and the EEO program. The last “State of the Agency” briefing was conducted on August
18, 2022. During FY22, DO-S also began sending DSCA quarterly updates on the EEO program that
included a summary of DSCA’s EEO program. The last update was sent to DSCA on July 5, 2022.
FY23 briefing currently being scheduled for February 2023.

Special Emphasis Programs:

DO-S provides EEO services to DSCA, including Special Emphasis Program (SEP) observances

throughout the year. SEPs were established in the Federal government to remove barriers to EEO for

groups that were not traditionally represented or subjected to discrimination in the workforce. As the
8


MD-715

Parts A through D
For period covering October 1, 2021 - September 30, 2022

Part A — Department or Agency Identifying Information

Second
Level Stat | Zip Agency | FIPS
Agency Component | Address City e Code _ | Code Code
Department | Defense 201 12" Street | Arlington | VA | 22202 | DD06 8840
of Defense | Security South, Suite
Cooperation | 207
Agency
Part B — Total Employment
Permanent Temporary
Total Employment Workforce Workforce Total Workforce
Number ofEmployees 509 48 557
Part C.1 — Head of Agency and Head of Agency Designee
Agency Leadership Name Title
Head of Agency James A. Hursch Director
Head of Agency Designee Joseph A. Harding Acting Deputy Director
Part C.2 — Agency Officials Responsible for Oversight of EEO Programs
EEO Occupati | Pay
Program onal Plan- Phone
Staff Name Title Series Grade_| Number | Email Address
Principal Beverly Staff Director, 0260 GS-14 | 571.767. | Beverly.d.johnson
EEO Johnson DLA 0043 @adla.mil
Director/ Headquarters
Official EEO Operations
Division (DO-S)
Complaints Brenda EEO Specialist/ | 0260 GS-13 | 571.459. | Brenda.fleming@
Program Fleming Complaints 9985 dia.mil
Manager Manager
Affirmative | Michael EEO Specialist/ | 0260 GS-12 | 571.767. | Michael.bellinger
Employment | Bellinger, | AEPM 6777 @dla.mil
Program Ji
Manager
(AEPM)
Reasonable Quentin Disability 0260 GS-13 | 571.459. | Quentin.mason@d
Accommodat | Mason Program 0562 la.mil



Total Workforce by Grade Levels

During FY22, DSCA’s total permanent workforce was comprised of 509 employees and included GS
(505 employees), SES (3 employees), and WG (1 employee) grade employees.

Participation Rate

FY22 Total Permanent Workforce by Race and Grade

35%

30%

25%

20%

15%

10%

5%

0%

White
Black/African American

Hispanic or Latino

Two or more races

@ Native Indian/ Alaskan Native
BAsian

@ Native Hawaiian/ Pacific Islander

Entry-
Level
Males

0.54%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%

Entry-
Level

Females

1.44%
0.00%
0.00%
0.00%
0.00%
0.00%
0.00%

Summation of participation rates by grade levels:
For Entry-Level positions (GS-01 through GS-08), White males and females only represented, while all

other groups were not represented.

Mid-Level

Males

1.08%
0.54%
0.36%
0.00%
0.00%
0.00%
0.00%

Mid-Level
Females

2.51%
1.44%
0.18%
0.00%
0.00%
0.18%
0.00%

Emerging

Males

14.54%
1.97%
1.44%
0.36%
0.18%
0.90%
0.00%

Emerging Top-Level
Females

8.26%
5.21%
0.72%
0.00%
0.00%
1.08%
0.00%

Males

23.34%
4.49%
1.97%
0.18%
0.00%
1.08%
0.00%

Highest participation rates for Mid-Level (GS-09 through GS-11) were for White females and Black/
African American females. There was no representation for Asian male; Native Hawaiian/ Pacific
Islander male and female; Native Indian/ Alaskan Native male and female; and Two or more races male
and female.
Hispanic or Latino males represented 0.36% (2 employees)
Hispanic or Latino females represented 0.18% (1 employee)

White males represented 1.08% (6 employees)

White females represented 2.51% (14 employees)

Black/African American males represented 0.54% (3 employees)
Black/African American females represented 1.44% (8 employees)
Asian females represented 0.18% (1 employee)

Highest participation rates for Emerging leaders (GS-12 and GS-13) were for White males, followed by
White females and Black/ African American females; while there was no representation for Native

15

Top-Level

Females

10.41%
3.41%
0.90%
0.18%
0.18%
1.97%
0.18%


with targeted disabilities (PWTDs). Below is DSCA’s workforce based on disability status in the
following areas: No Disability, employees who have not self-identified as having a disability (Not
Identified), Disability, and Targeted Disability.

DSCA’s FY22 participation rates have declined from FY21 and remain below EEOCs targeted goals.

Total Workforce by Disability
90%
80%
70%
60%

50%

rs
S$
x

30%

Participation Rate

20%

0%
No Disability Not Identified Disability Targeted Disability

mFY22 78.28% 10.41% 11.31% 1.26%
mFY21 77.71% 10.86% 11.43% 1.33%

FY22 Total Workforce — by disability
e No Disability: 78.28% (436 employees)
e Not Identified: 10.41% (58 employees)
e Disability: 11.31% (63 employees) — 1.26% (7 employees) of the total workforce had Targeted
Disabilities. The number of employees who had Targeted Disabilities (7) were counted in the
total number of employees who had Disabilities (63).

FY21 Total Workforce — by disability
e No Disability: 77.71% (408) employees
e Not Identified: 10.86 % (57 employees). These individuals did not self-identify as having a
disability.
e Disability: 11.43% (60 employees) — 1.33% (7 employees) of the total workforce had Targeted
Disabilities. The number of employees who had Targeted Disabilities (7) were counted in the
total number of employees who had Disabilities (60).


Part H — Agency Plan for Attaining the Essential Elements of a Model EEO Program .......essseesseeereen 36

Part H.1 — Program Deficiency: A.3.a (EEO Awards Program)...........1--sessessssessseseneessnenserensnesensneeenee 36
Part H.4 — Program Deficiency: B.1.a (EEO Reporting Structure) ........--scsssscsssesssesssetesnessetensnesssssesesee 37
Part I - Agency EEO Plan to Eliminate Identified Barrier ...........ssssssessssessessseesstecsessnsessuecssescaneeeeanecenaeeess 39

Section I: Efforts to Reach Regulatory Goals.
Section IT: Model Disability Program

Section III: Plan to Recruit and Hire Individuals with Disabilities 48
Section IV: Plan to Ensure Advancement Opportunities for Employment with Disabilities ................. 51
Section V: Plan to Improve Retention of Persons with Disabilities .............scssesssssssesnsessesensnessssnesesees 55

Section VI: EEO Complaint and Findings Data .....
Section VII: Identification and Removal of Barriers ..

Enclosures


DEFENSE SECURITY COOPERATION AGENCY
Equal Employment Opportunity Commission (EEOC)
Management Directive (MD) 715
Fiscal Year 2022 Report and Fiscal Year 2023 Agency Plan

Table of Contents
Parts A through D.

Part A — Department or Agency Identifying Information.

Part B — Total Employment
Part C.1 — Head of Agency and Head of Agency Designee................:sscssscsssssssesseecsesessseesseeeesseesseerseceneee 4
Part C.2 — Agency Officials Responsible for Oversight of EEO Programs........sssssssecssessssessseesneenneensee 4
Part D.1— List of Subordinate Components Covered in this Report.

Part D.2 — Mandatory and Optional Documents for this Report.

Part E — Executive Summary.

Part E.1 — Executive Summary: Mission

Part E.2 — Executive Summary: Essential Elements A-F

Essential Element A

Essential Element B.
Essential Element C.
Essential Element D
Essential Element E.
Essential Element F
Part E.3 — Executive Summary: Workforce AnalySis........ssssssssecsesssesssesssneessessueecsneesseeessneesneesseesnees 12
Total Workforce by Sex .......csecssessecssessesssssseessesseesscssecsssssecsnesseecuesuecnecsessusssesueanecseeanecnecanecaneanecneeaneenee 12
Total Workforce by Race and Sex .
Total Workforce by Grade Level:
Disability Workforce Analysis...
Part E.5 — Executive Summary: Planned Activities.

Part F — Certification of establishment of Continuing EEO Program ..........ssscsssecsseesseessseessseesseesneeenneeeneees 19
Part G — Agency Self-Assessment Checklist .........-ssecssesssesssseessssessseessnesssecsneessnessseesseesneeennessneeeneeesnieensees 20

Essential Element A
Essential Element B
Essential Element C
Essential Element: D sscsssssecocarecersssaunvsscesarvncesonsarvsvesscesemasuasesseanssiss scsi oth eseaedeedcenedercneeonveeseneceneercnsesszensee 29
Essential Element E ..........sssssssscsseesssesssecssssessesesseccsseessecesseessseesssecsseesecssueesseeesnecssecssnesssecssssessnesseeeansesaee 31
Essential Element F.



Total Workforce by Race and Sex

During FY22, White males remained the most represented groups; their participation rates increased from
FY21 and remained above the NCLF. Although there was a high participation rate in White females in
FY22, they were underrepresented as they were remained under the NCLF. Black/ African American
male and female participation rates remained above the NCLF, rising above rates from FY21.

Underrepresented groups in FY22 were Asian males and Two or more races (males and females); while
Hispanic males and females, and American Indian/ Alaskan Native females remained underrepresented in
FY22, declining from the agency’s FY21 participation rates and the NCLF. Asian male participation was
underrepresented in FY22 and declined from FY21 rates.

Native Hawaiian/ Pacific Islander male and female participation rates increased in FY22 and were well
represented; they were not represented in FY21. American Indian/ Alaskan Native male participation
rates increased from FY21, rising above the NCLF.

It is important to note that although Two or more races (males) were underrepresented in FY22, their
participation rates increased from FY21 where they had no participation. It is also important to note
regarding Two or more races and (females) that although their participation rates increased from FY21
they remain underrepresented in FY22.

FY22 Total Workforce by Race and Sex

50%
45%
2 40%
©
ro 35% B
§ 30%
2 25%
= 20%
S
B 15%
£ 10%
5%
a | a =e oe
Black/ Native American
Anpaeis or White African Asian Hawailan/ Indian/ Teer
Latino i Pacific Alaskan — more races
American j
Islander Native
| Males 3.77% 43.99% 7.36% 1.97% 0.18% 0.36% 0.72%
Females 2.15% 24.42% 10.77% 3.77% 0.18% 0.18% 0.18%
| NCLF Males 6.82% 35.65% 5.70% 2.19% 0.08% 0.31% 1.05%
NCLF Females 6.16% 31.82% 6.61% 2.18% 0.08% 0.31% 1.05%

FY22 Total Workforce — by race and sex — 557 (employees)

e Hispanic or Latino: 5.92% (33 employees) — 3.77% (21) males and 2.15% (12) females
White: 68.40% (381 employees) — 43.99% (245) males and 24.42% (136) females
Black/African American: 18.13% (101 employees) — 7.36% (41) males and 10.77% (60) females
Asian: 5.75% (32 employees) — 1.97% (11) males and 3.77% (21) females
Native Hawaiian/Pacific Islander: 0.36% (2 employees) — 0.18% (1) male and 0.18% (1) female
American Indian/Alaskan Native: 0.54% (3 employees) — 0.36% (2) males and 0.18% (1) female
Two or more races: 0.90% (5 employees) — 0.72% (4) males and 0.18% (1) female

13


Hawaiian/ Pacific Islander female; Native Indian/ Alaskan Native female; and Two or more races”
females.

e Hispanic or Latino males represented 1.44% (8 employees)
Hispanic or Latino females represented 0.72% (4 employees)
White males represented 14.54% (81 employees)
White females represented 8.26% (46 employees)
Black/African American males represented 1.97% (11 employees)
Black/African American females represented 5.21% (29 employees)
Asian males represented 0.90% (5 employees)
Asian females represented 1.08% (6 employees)
Native Hawaiian/Pacific Islander males 0.18% (1 employee)
Two or more races’ males 0.36% (2 employees)

Highest participation rates for top/senior-level positions were for White males and females, while there

was no representation for Native Hawaiian/ Pacific Islander males and American Indian/ Alaskan Native

males.

e Hispanic or Latino males represented 1.97% (11 employees)
Hispanic or Latino females represented 0.90% (5 employees)
White males represented 23.34% (130 employees)

White females represented 10.41% (58 employees)

Black/African American males represented 4.49% (25 employees)
Black/African American females represented 3.41% (19 employees)
Asian males represented 1.08% (6 employees)

Asian females represented 1.97% (11 employees)

American Indian/Alaskan Native females 0.18% (1 employee)
Native Hawaiian/Pacific Islander females 0.18% (1 employee)

Two or more races’ males 0.18% (1 employee)

Two or more races’ females 0.18% (1 employee)

Summation of participation rates by race:
e Hispanic or Latino — highest rates at Top-Level males, followed by Emerging males, and no
representation of males and females at the Entry-level positions.
e White — highest rates at Top-Level males and females, followed by Emerging males.

e Black/ African American — highest rates at Emerging females, followed by Top-Level males and

females, while no representation of males and females at Entry-Level positions.

e Asian — highest rates at Top-Level females, while there was no representation of males and
females at Entry-Level and males at the Mid-Level.

e Native Hawaiian/ Pacific Islander males were not represented at any grade levels.

e Native Indian/ Alaskan Native only had participation at the Emerging males and Top-Level
females, while there was no representation at the other grade levels.

e Two or more races only had participation rates at Emerging males and Top-Level males and
females, while no representation at the other grade levels.

Disability Workforce Analysis

The Equal Employment Opportunity Commission (EEOC) requires each federal agency to adopt the goal
of having 12% of its workforce as persons with disabilities (PWDs), and 2% of its workforce as persons

16