UNCLASSIFIED

DIRECTOR OF NATIONAL INTELLIGENCE
WASHINGTON, DC 20511

Director’s Statement on Equal Employment Opportunity

To advance our mission, the Office of the Director of National Intelligence (ODNI) must
foster a workplace that promotes and values diversity and inclusion, while prohibiting
discrimination, harassment, and unprofessional conduct.

As I stated previously, and emphasize again in the strongest way possible, each of us
must exhibit respectful conduct and communications consistent with that of a model workplace —
and we must be swift to correct behaviors that marginalize its members. All members of this
workforce are to conduct themselves in accordance with these standards. Managers and
supervisors are accountable for ensuring the workplace meets these standards.

Our laws, regulations, and policies prohibit discrimination based on race, color, religion,
sex (including pregnancy, sexual orientation, gender identity or expression, and transgender
status), national origin, age (40 and over), mental or physical disability, and genetic information.
Executive Orders protect ODNI officers from harassment and discrimination based on parental
status. Federal laws and ODNI policies! also prohibit retaliation for opposing employment
discrimination, participating in the equal employment opportunity (EEO) process (including
previous EEO activities), reporting discrimination, or providing information related to such
complaints. These laws and policies establish the framework for our conduct. Moreover, we
must foster an environment that encourages reporting without fear of reprisal.

Personnel who either experience or witness discrimination, harassment, bullying, and
other adverse personal treatment should report such behavior to a supervisor, manager,
individual with authority, the Employee-Management Relations Officer, or the Intelligence
Community Equal Employment Opportunity and Diversity Office (IC EEOD). Officials made
aware of either allegations of discriminatory conduct or harassment must take immediate action
to stop the behavior and refer the individual who is the subject of the conduct to the appropriate
redress office. Management officials must also consult with IC EEOD before initiating any
corrective action in response to an allegation of either discrimination or harassment.

It is my honor to lead the ODNI’s talented, mission-driven workforce. Thank you for
your continued commitment to equal employment opportunity, diversity, and inclusion.

Date Cake Zogt 2, QoS

Daniel R. Coats Date

mot and Amt Baal

' See Instruction 12 nt and Anti-Bullying Policy february 6. 2977),
hups://intelshare.intelink.ic.gov/sites/dni-msd/epm/Documents/Anti-Harassment% 20and% 20Anti-
Bullying%20Policy.pdf and Instruction 120.02. Equal Employment Opportunity Discrimination Complaint System
(February 6. 2017). hug are.intelink.ic. gov/sites/dni-

msd/epm/Documents/E Employment’%200pportunity% 20Discrimination% 20Complaint%20System. pdt

UNCLASSIFIED


(D) Practical Knowledge Gained Through Experience

In addition to training, discussed above, the ODNI has an anti-harassment program separate
from the EEO process to address harassment and bullying complaints that are not based on any
category protected under a nondiscrimination statute. That program results in the addressing of
complaints of ordinary workplace friction, conflict, and disputes; as a result, the affected
employees do not need to resort to the EEO process to address these concerns. IC EEOD also
participated in the ODNI’s training for supervisors and managers, providing tools to prevent
harassment and discrimination and address workplace conflict.

(E) Improvements in the Complaint Program

As an EEO compliance organization within the ODNI, IC EEOD works with the ODNI
training office to ensure that all ODNI employees and detailees complete No FEAR Act training
biennially. All employees receive reminders of the No FEAR Act mandatory training requirement.
New employees are required to take the No FEAR Act training within 90 days of entering on duty, and
all employees must take the training biennially. Completion of the biennial No FEAR training and
annual IC Whistleblowing training requirements is required for employees to maintain computer
system access.

The ODNI continues to offer an EEO briefing during new employee orientation. Throughout
the year, the IC EEOD educates ODNI managers and employees on a range of EEO issues, including
how to use performance management tools, preventing or mitigating EEO issues, the importance of
confidentiality in the EEO process, reasonable accommodation, and identifying actions that constitute
unlawful retaliation. IC EEOD also has incorporated expert training on EEO issues at its annual EEO
conference, provided mandatory EEO training for all ODNI senior managers, and is developing an anti-
harassment online training that will be made available to ODNI and to the IC. ODNI provides
mandatory Unconscious Bias training for all senior managers and supervisors who participate in the
ODNI’s Career Advisory Boards (career development and promotion boards) and provides training on
disability rights and EEO compliance.

During FY 2018, ODNI’s reorganization transferred the agency’s reasonable accommodation
program to Talent Management, to ensure a firewall between the program and the EEO complaint
process, ODNI continues to focus on ensuring that agency facilities are accessible for individuals with
disabilities.

From FY 2012 through FY 2018, all investigations of formal complaints were timely
conducted within the time provided by the EEOC’s regulations.

APPENDICES:

Appendix I: ODNI No FEAR Statistics FY 2009-2018
Appendix II: Director’s Statement on Equal Employment Opportunity


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OFFICE OF THE DIRECTOR OF NATIONAL INTELLIGENCE

Fiscal Year 2018 Annual Report to Congress
on the Notification and Federal Employee
Antidiscrimination and Retaliation
Act of 2002

March 2019

Intelligence Community Equal Employment Opportunity & Diversity


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B. Reporting Obligations

During FY 2018, the ODNI had no cases in federal court arising under federal
antidiscrimination laws.

ODNI has made no reimbursements to the Judgment Fund for payments as defined in 5
C.F.R. §724,102.

During FY 2018, there were no disciplinary actions taken against ODNI employees pursuant
to 5 CFR. §724.302(a)(3).

The ODNI is committed to providing a workplace that promotes productivity and
professionalism and an inclusive environment that protects the dignity of the entire workforce. The
DNI annually issues anti-harassment, equal opportunity, and diversity policy statements declaring
that the ODNI prohibits and will not tolerate discrimination or harassment. These statements
advise that employees will be subject to appropriate corrective action if they are found to have
engaged in discriminatory or harassing behavior. See attached Director’s Statement on EEO
(Appendix II).

(1) No FEAR FY 2013-FY 2018, Year-End Data Report

Appendix I contains the ODNI’s year-end FY 2018 EEO complaint data and the data from
five preceding fiscal years, in accordance with 5 C.F.R. § 724.302(a)(4) and 29 C.F.R. § 1614.705.

(2) Analysis of EEO Complaint Trends and Causality
(A) EEO Complaint Activity and Causality

Following the ODNI’s stand up in 2005, the baseline number of complaints has remained
small, as is reflected in Appendix I. There were five complaints filed during FY 2018. After years
of slight increases, the number of complaints for FY 2018 decreased. The decrease in formal
complaints may reflect an increased outreach to and training of the workforce, and the stand-up of
an anti-harassment program separate from the EEO complaints program.

(B) Bases of Discrimination in EEO Complaints

During FY 2018, ODNI’s most-frequently alleged bases of discrimination in formal EEO
complaints were, in order of frequency: race, retaliation, and sex. These bases remain consistent
with the most-frequently alleged bases in FY 2017. There are no obvious trends in the data for
basis of discrimination for complaint activity.

(C) Issues in EEO Complaints

The most-frequently raised issues in discrimination complaints during FY 2018 involved
terminations, evaluations/appraisals, and assignment of duties. Once again, there are no clear
trends in the issues raised, given the small number of complaints, although the most frequent issue
was termination.


Task Force, chaired by Principal Deputy Director for National Intelligence, Susan Gordon and
comprised of IC Deputy Executive Committee (DEXCOM) members. Working groups
comprised of representatives from across the IC are examining IC policies, practices, training
and education, and culture to identify and eliminate behaviors that are inconsistent with our core
values.

By statute, the ODNI does not fall under the whistleblower framework described in the No
FEAR Act.' The Congress amended the National Security Act of 1947 to include whistleblower
protections for ODNI employees and all IC employees who properly disclose information about
intelligence activities reasonably believed to be unlawful or contrary to Executive Order or
Presidential Directive.” These statutory provisions are the foundation of a whistleblower
framework, which is implemented through the Presidential Policy Directive (PPD) 19, Protecting
Whistleblowers with Access to Classified Information (October 2012). The Inspector General of
the Intelligence Community (ICIG) provides an independent review of whistleblower allegations
for ODNI employees to determine whether or not a reprisal has occurred. The ICIG’s statutory
authority originates in the National Security Act of 1947, which also protects IC whistleblowers
who participate in communicating “urgent concerns” to Congress about alleged unauthorized
intelligence activities.? Together, these statutory authorities and presidential policies provide IC
employees with whistleblower protections akin to those found in the No FEAR Act.

No FEAR Act web-based training, required for all ODNI employees, addresses the rights
and remedies available to IC employees via the EEO process. IC Whistleblowing training,
mandatory for all ODNI employees and contractors, addresses the rights and remedies available
to those who may disclose information through the appropriate channels as set forth in the
Presidential Policy Directive 19 and Intelligence Community Directive 120. Preventing
discrimination in the workplace is the law of the nation. The ODNI is committed to preventing
discrimination in the ODNI and in the IC.

' The No FEAR Act provides for Judgment Fund reimbursement of, and annual reporting related to, proceedings
brought under (1) any provision of law prohibiting any form of discrimination under the laws interpreted by the EEOC,
and (2) the whistleblower provisions of 5 U.S.C. § 2302(b)(8) and (9). See Section 201(a) and (c) of the No FEAR
Act. Congress expressly exempted the ODNI and other IC agencies from the coverage of 5 U.S.C. § 2302. Instead,
ODNI employees are subject to other whistleblower protections consistent with the need to protect classified
information. See Presidential Policy Directive (PPD) 19 (10 October 2012), Protecting Whistleblowers with Access to
Classified Information; Intelligence Community Directive (ICD) 120 (20 March 2014), Intelligence Community
Whistleblower Protection.

? See 50 U.S.C. § 3234, Prohibited personnel practices in the intelligence community; and 50 U.S.C. § 3341()
Retaliatory revocation of security clearances and access determinations. To obtain whistleblower protections under
these provisions, ODNI employees are required to make disclosures in a manner consistent with the need to protect
classified information. See also Presidential Policy Directive (PPD) 19 (10 October 2012), Protecting Whistleblowers
with Access to Classified Information and Intelligence Community Directive (ICD) 120 (20 March 2014), Intelligence
Community Whistleblower Protection.

3 See 50 U.S.C. § 3033(k)(5)(A). For purposes of this statute, an “urgent concern” is a serious or flagrant problem,
abuse, violation of law or intelligence activities that IC personnel have reason to believe may be unlawful or contrary
to Executive Order; or a false statement or willfully omitted material information to Congress, relating to the funding,
administration, or operation of an intelligence activity within the DNI’s cognizance; or an actual or threatened adverse
personnel action for having reported an urgent concern.


Purpose of this Report

To support the Federal Government’s longstanding obligation to provide a work
environment free of discrimination and retaliation, the Notification and Federal Employee
Antidiscrimination and Retaliation Act of 2002 (No FEAR Act), Public Law 107-174, requires
annual reports to Congress on the number and severity of discrimination and whistleblower cases
brought against each federal agency. The Office of the Director of National Intelligence (ODNI)
submits this annual report in compliance with Section 203 of the No FEAR Act, covering Fiscal
Year (FY) 2018. The No FEAR Act Annual Report contains information relating to the ODNI’s
Equal Employment Opportunity (EEO) complaints activity (including federal district court cases),
as well as any resulting disciplinary actions and Judgment Fund reimbursements. The agency’s
reporting obligations contained in Title 5 Code of Federal Regulations Part 724 have been
incorporated into the ODNI’s No FEAR FY 2018 Year-End Data report (Appendix I), concerning
EEO complaints.

As directed by Section 203, ODNI provides this report to the Speaker of the House of
Representatives, the President Pro Tempore of the Senate, the Committee on Homeland Security
and Governmental Affairs of the Senate, the Committee on Oversight and Government Reform of
the House of Representatives, each committee of Congress with jurisdiction relating to the ODNI,
the Equal Employment Opportunity Commission (EEOC), the Attorney General, and the Director of
the Office of Personnel Management.

A. Introduction

Following the tragic events of 11 September 2001, Congress saw the need for sweeping
change in the Intelligence Community (IC), resulting in the passage of the Intelligence Reform and
Terrorism Prevention Act of 2004 (IRTPA), signed on 17 December 2004. The IRTPA created the
ODNI to lead the 17 member IC and improve information sharing, strategically promote a unified
direction, and ensure integration across the IC. The ODNI began operations on 22 April 2005.

The Director of National Intelligence (DNI) serves as the head of the IC, acts as the
principal advisor to the President and the National Security Council on intelligence matters related
to national security, and oversees and directs the implementation of the National Intelligence
Program. In addition to his IC-wide mission, the DNI also leads the ODNI workforce and
organization.

In accordance with 29 C.F.R. § 1614.102(b)(4), the Chief of the IC Equal Employment
Opportunity and Diversity Office (IC EEOD), reports directly to the DNI. She serves as the
principal advisor to the DNI on issues related to equity, inclusion, and EEO compliance. Since
its inception, IC EEOD has developed ODNI and IC-wide strategies and policies to promote a
diverse workforce. Following the ODNI’s 2018 reorganization, IC EEOD retains an IC-wide
focus on diversity and inclusion, and continues to provide EEO services to the ODNI workforce.
In that capacity, IC EEOD: educates and trains managers, supervisors, and employees about their
responsibility to maintain a workplace free of unlawful discrimination and harassment; processes
informal and formal complaints of discrimination in accordance with EEOC guidelines and
timeframes; promotes the understanding of diversity and inclusion as mission-critical; and
creates and implements diversity and inclusion efforts IC-wide. During FY 2018, IC EEOD has
led the efforts at the working group level for the Sexual Harassment Prevention and Response


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