Fiscal Year 2022 

Annual Report to Congress on the

Notification and Federal Employee

Antidiscrimination and Retaliation Act of 2002

 

Prepared by:

Office of Workplace Diversity

 

Submitted to the:

Speaker of the House of Representatives

President pro tempore of the Senate

Senate Committee on Governmental Affairs

House of Representatives Committee on Oversight and Reform

Senate Committee on Commerce, Science and Transportation

House of Representatives Committee on Energy and Commerce

Senate Committee on Appropriations

House of Representatives Committee on Appropriations Senate Committee on Judiciary

House of Representatives Committee on Judiciary

Federal Communications Commission
Federal Communications Commission – FY 2022 No FEAR Annual Report 

FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 2 

TABLE OF CONTENTS

I. INTRODUCTION....................................................................................................................... 3

II. BACKGROUND ......................................................................................................................... 4

III. DATA............................................................................................................................................ 4 

A. Civil Cases .......................................................................................................................... 4 

B. Judgment Fund Reimbursements and Budget Adjustments ................................................ 5 

C. Disciplinary Policy and Actions .......................................................................................... 5

D. No FEAR Act Training ....................................................................................................... 6

E. Final Year-End Data Posted Under Section 301(c)(1)(B) ................................................... 7

IV. ANALYSIS OF COMPLAINTS ................................................................................................ 7

A. Trends and Causal Analysis of Complaints Filed ............................................................... 7

B. Trends and Analysis of Bases ............................................................................................. 8

C. Trends and Analyses of Issues .......................................................................................... 11

D. Practical Knowledge Gained Through Experience and Action Plan .................................. 12

V. CONCLUSION ........................................................................................................................... 13

VI. APPENDICES............................................................................................................................. 14

A. FCC No Fear Act Activity Report, Fiscal Years 2018 – 2022 and First Quarter Fiscal

Year 2023

B. FCC Equal Employment Opportunity Policy Statement, dated March 22, 2023

C. FCC Anti-Harassment Policy Statement, dated March 22, 2023

D. FCC Alternative Dispute Resolution Policy Statement, dated March 22, 2023
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 3 

I. INTRODUCTION

The Federal Communications Commission (FCC) Office of Workplace Diversity submits this 

report pursuant to Section 203 of the Notification and Federal Employee Antidiscrimination and 

Retaliation Act of 2002 (No FEAR Act), Public Law 107-17411 and the Elijah E. Cummings Federal 

Employee Antidiscrimination Act of 2020, H.R. 6395, Title XI, Subtitle B (Sections 1131-1138).2 Section 

203 of the No FEAR Act requires each Federal agency to submit the No FEAR Act Annual Report no later 

than 180 days after the end of each fiscal year.3

 The No FEAR Act directs that the annual report include: 

(1) the number of Federal court cases arising under the No FEAR Act laws and the status or disposition of 

the cases; (2) the amount of Judgment Fund reimbursements and adjustments to the FCC’s budget to meet 

the reimbursement requirements; (3) the number of disciplinary actions related to discrimination, 

retaliation, or harassment and the FCC’s policy relating to appropriate disciplinary action; (4) the agency’s 

plan to train employees on their rights under the No FEAR Act; (5) the year-end summary of data related to 

Federal sector equal employment opportunity (EEO) complaint activity; and (6) an analysis of trends, 

causation, and practical knowledge gained through experience and actions planned or taken to improve 

complaint or civil rights programs. 

The No FEAR Act is intended to reduce workplace discrimination within the Federal government 

by holding Federal agencies accountable for violations of anti-discrimination and whistleblower protection 

laws and requiring Federal agencies to post certain statistical data relating to Federal sector EEO 

complaints filed with the agencies.4 Since submission of its Fiscal Year (FY) 2021 Annual Report,5 the 

FCC has continued its efforts to maintain a work environment free from discrimination and harassment. 

Accordingly, for FY 2022 (October 1, 2021 to September 30, 2022), we report on the number of cases filed 

in Federal court regarding alleged violations of federal anti-discrimination or whistleblower protection 

laws, the disposition of those cases, money required to be reimbursed to the Judgment Fund, the number of 

employees disciplined for discrimination, retaliation, harassment, or other infractions of law cited in 

Section 201(c) of the No FEAR Act, and the FCC’s No FEAR Act training efforts. This report also provides 

an analysis of the FY 2022 complaints, including trends and causal analysis and the practical knowledge 

gained. 

1 Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002, 5 U.S.C. § 2301 (No FEAR Act). 2 The Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020, which became law on January 1, 2021, amended the No FEAR 

Act by altering the reporting requirements to strengthen Federal antidiscrimination laws enforced by the Equal Employment Opportunity 

Commission and to expand accountability within the Federal Government. On January 1, 2021, as part of William M. Thornberry National 

Defense Authorization Act for Fiscal Year 2021, the No FEAR Act of 2002 was also amended, however reporting requirements did not 

change. 3

 No FEAR Act, 5 U.S.C. § 2301 note at § 203. 4

 On May 15, 2002, President George W. Bush signed the No FEAR Act into law. It became effective on October 1, 2003. On January 1, 

2021, the No FEAR Act was amended. See footnote 2. 5 FCC Fiscal Year 2021 Annual Report to Congress on the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002” 

(FCC, March 2022) (FCC FY 2021 Report).
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 4 

II. BACKGROUND

The FCC is an independent regulatory agency of the United States Government charged with 

regulating interstate and international communications by radio, television, wire, satellite, and cable.

6

 It 

also regulates telecommunications, advanced communication services and video programming for people 

with disabilities as set forth in the Communications Act of 1934, as amended.

7 The FCC’s mission is “to 

make available, so far as possible, to all the people of the United States, without discrimination on the basis 

of race, color, religion, national origin, or sex, rapid, efficient, Nationwide, and world-wide wire and radio

communication service with adequatefacilities at reasonable charges.” 8 In addition, the agency has a 

strategic goal to “Promote Diversity, Equity, Inclusion and Accessibility,” in furtherance of which the 

agency will “seek to gain a deeper understanding of how the agency’s rules, policies, and programs may 

promote or inhibit advances in diversity, equity, inclusion, and accessibility.” 9 As the FCC continues to 

fulfill its mission, in turn, it is cognizant of and committed to doing its part to ensure that workplace 

discrimination and retaliation is not tolerated through its compliance with the No FEAR Act.

III. DATA

A. Civil Cases 

Section 203(a)(1) of the No FEAR Act requires that agencies include in their annual report “the 

number of cases arising under each of the respective provisions of law covered by paragraphs (1) and (2) of 

Section 201(a) in which discrimination on the part of such agency was alleged.” Section 724.302 of Office

of Personnel Management’s (OPM’s) implementing regulations clarifies Section 203(a)(1) of the No 

FEAR Act, stating that Federal agencies must report on the “number of cases in Federal court [district or 

appellate] pending or resolved....arising under each of the respective provisions of the Federal

Antidiscrimination Laws and Whistleblower Protection Laws applicable to them.....in which an employee,

former Federal employee, or applicant alleged violation(s) of these laws, separating data by the provision(s) 

of law involved.” 10 The laws covered in the No FEAR Act include: 

• Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C. § 2000e-16 (race, color, 

religion, sex, and national origin) (Title VII).

• The Age Discrimination in Employment Act of 1967, as amended, 29 U.S.C. § (age (40 and 

over) and reprisal) (ADEA). 

• The Equal Pay Act of 1963, as amended, 29 U.S.C. § 206(d) (sex-based differentials and 

6 Federal Communications Commission Strategic Plan 2018 – 2022, https://www.fcc.gov/document/strategic-plan- 2018-2022 (FCC 2018-

2022 Strategic Plan). 7 Id.

8 47 U.S.C. § 151.

9 See FCC, Strategic Plan 2022-2026 at 1 (2022), https://www.fcc.gov/document/strategic-plan-2022-2026. 10 5 C.F.R. § 724.302.
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 5 

reprisal) (EPA).

• Section 501 of the Rehabilitation Act of 1973, as amended, 29 U.S.C. § 791

(disabilities and reprisal) (Rehabilitation Act)

• The Genetic Information Nondiscrimination Act of 2008, 42 U.S.C. § 2000ff et seq.

(genetic information and reprisal) (GINA); and

• The Civil Service Reform Act of 1978, 5 U.S.C. §§ 2302(b)(1), (b)(8), (b)(9) (race, color,

religion, sex, national origin, age, disability, marital status, political affiliation, and

whistleblowing and related reprisal) (CSRA)

In its FY 2021 Annual Report, the agency reported it was a party to a civil case in Federal district 

court alleging a violation of Title VII. In its FY 2022 Annual Report, the agency reports that case has been 

resolved and with no finding of discrimination. No new civil cases under the respective provisions of law 

covered by paragraphs (1) and (2) of Section 201(a) alleging discrimination by the FCC arose in FY 2022. 

B. Judgment Fund Reimbursements and Budget Adjustments

Section 724.103 of OPM’s implementing regulations requires Federal agencies to reimburse the 

Judgment Fund for payments covered by the No FEAR Act.

11 Additionally, Federal agencies must include 

information regarding any adjustments to their budget in order to reimburse any Judgment Fund payments. 

During FY 2022, a $150,000 payment was made from the Judgment Fund and subsequently reimbursed by 

the FCC. 

C. Disciplinary Policies and Actions

Section 203(a)(6) of the No FEAR Act requires that an agency include in its annual report a

detailed description of the policies implemented by that agency relating to disciplinary actions imposed 

against a Federal employee who discriminated against any individual in violation of any of the laws cited 

under Section 201(a) (1) or (2), or committed another prohibited personnel practice that was revealed in the 

investigation of a complaint alleging a violation of any of the laws cited under Section 201(a) (1) or (2).

Further, the No FEAR Act requires that, with respect to each law, the Federal agency report on the number 

of employees who were disciplined in accordance with such policy and the specific nature of the

disciplinary action taken.

Beginning January 2021, Chairwoman Rosenworcel issued three policy statements that reinforce 

the FCC’s commitment to establishing a workplace free from discrimination, harassment, and retaliation. 

The FCC has promoted several training initiatives envisioned to reduce discrimination, harassment, and 

retaliation, as well as promote diversity, equity, inclusion and accessibility, in its workplace. These 

training initiatives include presentations by external and internal speakers, book and film discussions, video 

presentations, online training and instructor-led training. 

11 5 C.F.R. § 724.302.
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 6 

The Equal Employment Opportunity Policy Statement explains the FCC’s firm commitment to EEO

and the promotion of a strong affirmative employment program.12 Additionally, the policy emphasizes the 

FCC’s determination to hold managers and supervisors accountable for ensuring equal employment 

opportunity and for achieving progress toward a diverse work force at all levels that is more representative. 

The Anti-Harassment Policy Statement communicates the FCC’s zero tolerance policy in the 

workplace concerning harassment against employees on the basis of race, color, religion, sex, and sexual 

orientation, national origin, age, disability, marital status, parental status, political affiliation, family 

medical history or any other basis protected by law. Moreover, it reiterates the responsibilities of both 

managers and supervisors to prevent and promptly correct harassing conduct in the workplace.13 Any FCC

employee found to have engaged in harassment or discrimination in violation of this policy is subject to 

disciplinary action. In this regard, the FCC also maintains a written policy on disciplinary actions and 

adverse actions under its Basic Negotiated Agreement with the National Treasury Employees Union. These 

actions range from an oral admonishment to removal.

The Alternative Dispute Resolution Policy Statement encourages managers, supervisors and 

employees to explore resolution alternatives, specifically mediation, to address workplace conflict in a fair,

amicable, timely, equitable and cost-effective manner. Guided by a third-party neutral in an informal 

confidential forum, FCC staff can voluntarily communicate concerns and arrive at solutions workable for 

all parties. In supporting mediation as an alternative method for employees to explore and manage 

workplace conflict at the earliest opportunity and lowest level, the FCC seeks to improve employee 

communication and collaboration to enhance the efficiency and cohesiveness of the FCC community.15

Section 203(a)(4) of the No FEAR Act also requires that Federal agencies include the number of 

employees disciplined for discrimination, retaliation, harassment, or any other infraction of any provision 

of law covered by the No FEAR Act.14 In this context, discipline means any one or a combination of the 

following actions: reprimand, suspension without pay, reduction in grade or pay, or removal.17 The OPM’s 

final regulation provides that irrespective of discrimination cases in Federal court, Federal agencies are to 

report the total number of employees disciplined and the specific nature of the disciplinary actions taken in 

accordance with agency policy that prescribes disciplinary action for discrimination, retaliation, or 

harassment, and whistleblower protection law violations. 15 In FY2022, the FCC did not discipline any 

employees for discrimination, retaliation, harassment, or any other infraction of any provision of law 

referred to in Section 203(a)(1) of the No FEAR Act. 

D. No FEAR Act Training

Section 202(c) of the No FEAR Act requires agencies to provide training for their employees on the

rights and remedies under Federal anti-discrimination, retaliation, and whistleblower protection laws. 

12 See Appendix B. 13 See Appendix C. 14 See Appendix D. 15 Implementation of Title II of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 --

Reporting and Best Practices, 71 Fed. Reg. 78033, 78035 (2006).
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 7 

Under Section 724.203 of OPM’s implementing regulations, Federal agencies were required to develop a 

written training plan and to have trained their employees by December 17, 2006, and every two years 

thereafter. New employees must receive No FEAR Act training within ninety days of appointment, which 

is satisfied through the FCC’s New Employee Orientation program. 

For FY 2022, all new employees received No FEAR Act training within ninety days of 

appointment. For the remainder of FCC employees, the agency focused its No FEAR Act training efforts on 

those employees who had not completed the No FEAR Act web-based training course by the end of FY 2021. In 

this connection, during FY 2022 the FCC offered its biennial No FEAR Act web-based training. As a result of these 

efforts, the agency achieved a 99.65% completion rate. In addition, the FCC continued to place strong emphasis 

on the rights and remedies that employees have under Federal anti-discrimination, retaliation, and 

whistleblower protection laws. 

E. Final Year-End Data Posted Under Section 301(c)(1)(B) 

Section 203(a)(5) of the No FEAR Act requires Federal agencies to include its final year-end data 

posted under Section 301(c)(1)(B) for such fiscal year. Moreover, Section 301(c)(2) of the No FEAR Act 

requires Federal agencies to include data for each of the five immediately preceding fiscal years. The FCC

includes the final year-end data required under Section 301(b) of the No FEAR Act in Appendix A.

Additionally, the FCC’s No FEAR Act data – including No FEAR Act annual reports, the FCC’s most 

recent No FEAR Act Notice, and quarterly data – can be accessed from the homepage of the FCC OWD 

website (https://www.fcc.gov/workplace-diversity) or directly at https://www.fcc.gov/owd/no-fear-actannual-report. 

IV. ANALYSIS OF COMPLAINTS

Section 203(a)(7) of the No FEAR Act requires that agencies undertake “an examination of trends;

causal analysis; practical knowledge gained through experience; and any actions planned or taken to improve 

complaint or civil rights programs of the agency.” The FCC has examined the information reported. 

During FY 2022, there were three complaints filed alleging unlawful discrimination. From these three 

complaints, the FCC had two allegations of discrimination based on race, one allegation of discrimination 

based on color, one allegation of discrimination based on sex, one allegation of discrimination based on 

national origin, two allegations of discrimination based on disability, and two allegations of reprisal. None 

of the complaints have resulted in a finding of unlawful discrimination. 

A. Trends and Causal Analysis of Complaints Filed 

For FY 2022, the FCC received three formal complaints alleging discrimination based on race, 

color, sex, national origin, disability, and reprisal. The FY 2022 complaints represented a slight decrease 

when compared to the four complaints filed in FY2021, and a significant decrease when compared to the 

fourteen complaints filed in FY 2020. In fact, FY 2022 marked the lowest number of complaints filed in 
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 8 

the preceding four years. Further, the average number of complaints filed from FY 2017 to FY 2021 is 

8.416, while the average number of complaints filed from FY 2018 through FY 2022 is 7. The total number 

of complaints for FY 2022 represented a 25% decrease from the FY 2021 number of formal complaints 

filed, and an overall 16.67% decrease in the average number of formal complaints filed from the four 

preceding years. As a result, the downward trend noted for FY 2021 in the number of complaints filed 

remained in FY 2022. 

The FCC’s progress, demonstrated by a continued downward trend in number of complaints filed, 

is a direct result of agency action and focus towards this end. Chairwoman Rosenworcel’s reiteration of 

the agency leadership’s commitment to reducing workplace discrimination within the Federal government, 

demonstrated by the FCC’s Strategic Plan for FY 2022 through FY 2026, which states that the FCC is 

more effective when its workforce reflects the experience, judgment, and input of individuals from many 

different backgrounds and that advancing equity is core to the agency’s management and policymaking 

processes.17 Through dissemination of the agency’s equal employment opportunity policies, and 

procedures complemented by new and recurring training initiatives, the FCC took measures to increase the 

awareness of senior leadership, supervisors, and managers regarding issues of diversity, equity, inclusion 

and accessibility. Additionally, the FCC continued its ongoing efforts to heighten employee awareness and 

knowledge of the EEO complaint process and the opportunity for employees to avail themselves of such

process if and when they believe they have experienced disparate treatment in the workplace.

FIGURE 1: Number of complaints filed from FY 2018 to FY 2022 

Figure 1 shows the number of complaints filed each year for the four years preceding FY 2022 and 

the variance from the prior year’s filing. Of note, in FY 2022, the lowest number of complaints were filed 

compared to the preceding four years. Excluding the sharp increase in number of complaints filed

experienced in FY 2020, a review of the complaint allegations for the preceding three years reveal that the 

number of complaints filed in FY2022 is relatively on par with the number of complaints filed in FY2021 

and FY2019 with a downward trend. 

B. Trends and Analysis of Bases

For FY 2022, the most frequently cited bases in the formal complaints filed were race, disability,

and reprisal, which were the named basis of two (2) complaints. These bases were followed by one (1) 

16 FCC FY2021 Annual Report at 9. 17 FCC’s Strategic Plan for FY2022 through FY2026 at 1.

FY 2018 FY 2019 FY 2020 FY 2021 FY 2022

Complaints 9 5 14 4 3

9 5

14

4 3

0

20 Complaints Filed FY 2018 through FY 2022
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 9 

complaint involving color, one (1) complaint involving sex, and one (1) complaint involving national 

origin.18 

FIGURE 2: Chart of Bases/Allegations in FY 2022 (By Percentage)

FIGURE 3: Comparison Chart of Bases/Allegations in FY 2021 (By Percentage)

Comparatively, in FY 2021, the most frequently cited basis in the formal complaints filed was 

disability, consisting of two (2) complaints, followed by one (1) complaint concerning sex and one (1) 

complaint concerning reprisal. This analysis suggests a consistent trend in disability allegations and a 

fluctuating trend in allegations of race, reprisal, national origin, color and sex. For complaints concerning 

sex and reprisal, the trend has been upward with an increase of 50%. 

While the charts above and below reflect the year-to-year fluctuation in allegations, they also show 

that sex, disability and reprisal were consistently alleged bases since FY 2018. Further, with the exception 

of reprisal, the number of complaints have either remained consistent with the previous fiscal year or have 

decreased. For reprisal, with the exception of the FY 2020 upward spike and the FY 2022 increase by one 

(1) complaint, the preceding fiscal years generally reflect a downward trend, as there were eight (8) in FY

2018, three (3) in FY 2019, and ten (10) in FY 2020.

18 Note that there were complaints that involved more than one basis.

Race, 2, 23%

Color, 1, 11%

Religion, 0, 0%

Reprisal, 2, 22%

Sex, 1, 11%

National Origin, 1, 11%

Age, 0, 0%

Disability, 2, 22%

FY 2022 BASES IN COMPLAINTS

Race

Color

Religion

Reprisal

Sex

National Origin

Race, 0, 0%

Color, 0, 0%

Religion, 0, 0%

Reprisal, 1, 25%

Sex, 1, 25%

Age, 0, 0%

Disability, 2, 50%

National Origin, 0, 0%

FY 2021 BASES IN COMPLAINTS Race

Color

Religion

Reprisal

Sex

National Origin

Age

Disability
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 10 

FIGURE 4: Trends in Complaint Issues Between FY 2018 - FY 2022

As demonstrated by the graph above, with the exception of FY 2020, the overall number of 

allegations has generally decreased during the FY 2018 – 2022. For example, while race was the primary 

basis alleged in FY 2020, with the exception of the significant uptick for that fiscal year, the basis has 

trended downward generally since FY 2018. While the two (2) complaints alleging race discrimination in 

FY 2022 reflects a slight increase from FY 2021 (for which there were zero (0) complaints), when viewing 

the overall data from the four preceding years, the numbers still continue to trend downward. 

Similarly, while there was one (1) complaint filed in FY 2022 alleging sex as a basis and two (2) 

complaints alleging disability as a basis and the number of complaints concerning each have remained the 

same between FY2021 and FY2022, an analysis of the four preceding years demonstrates a downward 

trend for the overall number of complaints filed concerning these bases. 

Also, the graph demonstrates there was one (1) complaint concerning color and one (1) complaint 

concerning national origin in FY 2022, compared to zero (0) complaints alleging color or national origin in 

FY 2021. While there is a slight increase in these complaints from the last fiscal year, when viewing the 

four preceding years, there is still a downward trend overall for complaints filed with allegations of color 

and national origin. 

0 20 40 60

FY2018

FY2019

FY2020

FY2021

FY2022

FY2018 FY2019 FY2020 FY2021 FY2022

Race 9 2 14 0 2

Color 7 1 7 0 1

Religion 0 0 0 0 0

Reprisal 8 3 10 1 2

Sex 6 2 4 1 1

National Origin 6 2 3 0 1

Age 7 3 4 0 0

Disability 8 5 6 2 2

Genetic Information 0 0 0 0 0

Complaint Bases From 2018-2022
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 11 

C. Trends and Analyses of Issues

Although the issuesthat formed the bases for complaints were varied, there were only two (2) issues 

that arose at least once during the FY 2018 to FY 2022: Assignment of Duties and Reasonable 

Accommodation. The lowest incidence of these issues was in FY 2021 and FY 2022. 

FIGURE 5: Trends in Complaint Issues Between FY 2018 – FY 2022 

In order to address these trends, the FCC has identified steps aimed at addressing potential issues in 

these areas. With regard to the assignment of duties, going forward, the FCC will continue its efforts

including, but not be limited to, reviewing position descriptions, along with policies and procedures 

concerning the assignment of duties for employees, and using the Employee Viewpoint Survey as a selfassessment tool. 

With regard to reasonable accommodation, the FCC continues to bolster its proactive efforts in the 

area of accessibility and the agency’s complementary efforts going forward will include, but not be limited 

to, providing increased training opportunities for employees, managers and supervisors, and increasing 

awareness of the FCC’s policies and procedures regarding reasonable accommodations. To this end, during 

calendar year 2022, the agency launched an instructor-led training initiative about the FCC’s reasonable 

accommodations policy and procedures with both supervisor and employee courses. 

By focusing on these steps, there is an increased likelihood that the number of formal complaints in 

these areas will continue to decline. The FCC will continue the following measures: (1) to reiterate the 

importance of supervisors improving communication with employees and providing effective feedback

0

1

2

3

4

5

6

7

8

9

10

FY2018 FY2019 FY2020 FY2021 FY2022

Complaint Issues - FY 2018 - FY 2022

Assignment of Duties Reasonable Accommodations
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 12 

regarding the assignment of duties; (2) to seek to partner with the Equal Employment Opportunity 

Commission to provide additional training concerning reasonable accommodations for FCC employees; and

(3) to provide increased diversity, equity, inclusion, and accessibility training. 

D. Practical Knowledge Gained Through Experience and Action Plan

The trend analyses in the No FEAR Act reporting are shared with FCC Bureaus and Offices to 

encourage relevant action planning in the defined areas and to address a range of issues centered around 

diversity, equity, inclusion and accessibility. The FCC has promoted several training initiatives envisioned 

to reduce the potential of incidents of discrimination, harassment and retaliation, as well as promote 

diversity, equity, inclusion and accessibility, in its workplace. These training initiatives include 

presentations by external and internal speakers, book and film discussions, video presentations, online and 

instructor-led training. 

In noting the overall decrease in the number of formal complaints filed during FY 2022, as 

mentioned in FY 2021, we recognize that these outcomes may, in part, be consequences of the agency’s 

telework status for employees in response to the COVID-19 pandemic. As more employees have been 

returning to the “physical” workplace during FY2023, we are mindful that there are unquantifiable impacts 

to the work environment when there is limited presence of employees on site and some employees working 

remotely or some combination of the two; thus, we note that the potential for the number of complaints to 

increase during FY2023 remains. 

As part of its ongoing efforts to promote a continued downward trend in complaints, in FY 2022 

and beyond, the FCC has worked to encourage conflict resolution and proactive measures to resolve issues 

of controversy or workplace conflict. During FY 2022, the FCC continued to encourage participation in 

the ADR Program for individuals involved in EEO and non-EEO related conflicts. The FCC had four precomplaint activities that were either closed or withdrawn during the informal phase and did not rise to the 

level of a formal complaint. We attribute this outcome, at least in part, to the continuation of the agency’s 

proactive efforts to offer ADR to 100 percent of individuals initiating pre- complaints and 100 percent of 

individuals initiating formal complaints of discrimination. The FCC also continued to offer ADR training 

and informational sessions to foster awareness of the goals and benefits of mediation, familiarize senior 

leadership, managers and supervisors and employees with ADR, promote collaborative and positive work 

relationships, and introduce strategies for managing conflict. Through its efforts in these areas, the FCC

hopes to increase its ADR participation and conflict resolution rates in FY2023. Further, our experience 

suggests that the number of filings that do not result in a formal complaint, due either to settlement by the 

parties or voluntary withdrawal from the EEO process, should continue to increase given the strides the 

FCC has made with its ADR program and the agency’s ongoing promotion and offering of training for 

senior leadership, managers, supervisors and employees.
FCC Office of Workplace Diversity – FY 2022 No FEAR Act Report 

 13 

V. CONCLUSION

During FY 2022, the FCC continued to make strides in its efforts to foster and promote a workplace 

free from harassment and discrimination. There were three formal complaints filed alleging violations 

covered under the No FEAR Act. None of these complaints resulted in a finding of unlawful 

discrimination. No FCC employees were disciplined for discrimination, retaliation, harassment or other 

infractions of law in connection with a federal district court action. These outcomes demonstrate the FCC 

is continuing to move in the right direction on these fronts. 

Specific reasons exist for these FY 2022 outcomes. First, the FCC employs several training and 

other initiatives, including detailed trainings for FCC managers and employees on the No FEAR Act, 

EEO laws, Whistleblower Protection Act, prohibited personnel practices and ADR, and programs 

promoting diversity, equity, inclusion and accessibility in the FCC workplace. Second, the FCC has 

bolstered its emphasis on encouraging employees and supervisors to resolve workplace disputes at the 

earliest stages through ADR and coaching programs. This increased attention to the early resolution of 

workplace issues, coupled with periodic briefings and training, undoubtedly has had a favorable impact on 

the FCC’s efforts to decrease the number of formal complaints filed. In addition, the FCC has endeavored 

to have proactive and effective communication with employees about major changes in the agency’s 

organization, policies and practices. This approach has, in turn, allayed employee concerns that arise in 

the workplace. Finally, the FCC recognizes that emphasizing the benefits of ADR to managers, 

supervisors and employees will continue to yield enormous results on this front. Accordingly, the FCC 

will continue to finetune its efforts to promote and ensure a diverse, equitable, inclusive and accessible 

workplace free of harassment and discrimination and proactively leverage strategies to identify, address 

and resolve workplace conflicts before they become formal complaints.
APPENDIX A
Equal Employment Opportunity Data Posted Pursuant to Title III of the 

Notification and Federal Employee Antidiscrimination and 

Retaliation Act of 2002 (No FEAR Act), Pub. L. 107-174 

First Quarter – Fiscal Year 2023 

Complaint Activity 

29 C.F.R. § 1614.704(a) – (c) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Number of Complaints Filed 9 5 14 4 3 0 

Number of Complainants 4 5 13 4 3 0 

Repeat Filers 1 0 1 0 0 0 

Complaints by Basis 

29 C.F.R. § 1614.704(d) 

Note: Complaints can be filed alleging multiple bases. The 

sum of the bases may not equal total complaints filed. 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Race 9 2 14 0 2 0 

Color 7 1 7 0 1 0 

Religion 0 0 0 0 0 0 

Reprisal 8 3 10 1 2 0 

Sex 6 2 4 1 1 0 

National Origin 6 2 3 0 1 0 

Equal Pay Act 0 0 0 0 0 0 

Age 0 3 4 0 0 0 

Disability 8 5 6 2 2 0 

Genetic Information 0 0 0 0 0 0 

Non-EEO 0 0 0 0 0 0 

Complaints by Issue 

29 C.F.R. § 1614.704(e) 

Note: Complaints can be filed alleging multiple issues. The 

sum of the issues may not equal total complaints filed. 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Appointment/Hire 2 0 0 0 0 0 

Assignment of Duties 8 2 9 1 1 0 

Awards 6 0 0 0 0 0 

Conversion to Full-time 0 0 0 0 0 0 

Disciplinary Action 

Demotion 0 0 1 1 0 0 

Reprimand (warning) 0 0 2 2 0 0 
2 

Removal 0 0 1 0 0 0 

Suspension 0 0 1 0 0 0 

Disciplinary Warning 2 0 2 0 0 0 

Other 0 0 0 0 0 0 

Duty Hours 0 0 3 0 0 0 

Evaluation Appraisal 8 2 5 0 0 0 

Examination/Test 1 0 0 0 0 0 

Harassment 

Non-Sexual 9 2 12 0 0 0 

Sexual 0 0 0 0 0 0 

Medical Examination 0 0 0 0 0 0 

Pay (Including Overtime) 0 0 0 0 0 0 

Promotion/Non-Selection 2 1 3 0 0 0 

Reassignment 

Denied 6 0 0 0 0 0 

Directed 0 0 0 0 0 0 

Reasonable Accommodation 6 2 4 1 1 0 

Reinstatement 0 0 0 0 0 0 

Retirement 0 0 0 0 0 0 

Termination 0 0 1 0 2 0 

Terms/Conditions of Employment 1 0 7 2 0 0 

Time and Attendance 1 0 7 1 0 0 

Training 0 0 4 0 1 0 

Non-EEO 0 0 0 0 0 0 

Processing Time 

29 C.F.R. § 1614.704(f) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Complaints Pending (for any length of time) During 

Fiscal Year 

Average Number of Days in Investigation Stage 308 180 153 213 296 0 

Average Number of Days in Final Action Stage 38 57 87 0 0 0 

Complaints Pending (for any length of time) During 

Fiscal Year Where Hearing Was Requested 

Average Number of Days in Investigation Stage 270 177 178 317 0 0 
3 

Average Number of Days in Final Action Stage 37 0 40 0 0 0 

Complaints Pending (for any length of time) During 

Fiscal Year Where Hearing Was Not Requested 

Average Number of Days in Investigation Stage 372 0 150 178 296 0 

Average Number of Days in Final Action Stage 39 57 87 0 0 0 

Complaints Dismissed by Agency 

29 C.F.R. § 1614.704(g) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Total Complaints Dismissed by Agency 6 1 2 0 0 0 

Average Days Pending Prior to Dismissal 54 57 116 0 0 0 

Complaints Withdrawn by Complainants 

Total Complaints Withdrawn by Complainants 0 0 2 0 0 0 

Total Final Actions Finding 

Discrimination 

29 C.F.R. § 1614.704(i) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

# % # % # % # % # % # % 

Total Number of Findings 0 0 0 0 0 0 0 0 1 100 0 0 

Without Hearing 0 0 0 0 0 0 0 0 1 100 0 0 

With Hearing 0 0 0 0 0 0 0 0 0 0 0 0 

Findings of Discrimination 

Rendered by Basis 

29 C.F.R. § 1614.704(j) 

Note: Complaints can be filed 

Alleging Multiple Bases. The 

Sum of the Bases may not Equal 

Total Complaints and Findings. 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

# % # % # % # % # % # % 

Total Number of Findings 0 0 0 0 0 0 0 0 1 100 0 0 

Race 0 0 0 0 0 0 0 0 0 0 0 0 

Color 0 0 0 0 0 0 0 0 0 0 0 0 

Religion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0 

Sex 0 0 0 0 0 0 0 0 0 0 0 0 

National Origin 0 0 0 0 0 0 0 0 0 0 0 0 
4 

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0 

Age 0 0 0 0 0 0 0 0 0 0 0 0 

Disability 0 0 0 0 0 0 0 0 1 100 0 0 

Genetic Information 0 0 0 0 0 0 0 0 0 0 0 0 

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0 

Findings After Hearing 0 0 0 0 0 0 0 0 0 0 0 0 

Race 0 0 0 0 0 0 0 0 0 0 0 0 

Color 0 0 0 0 0 0 0 0 0 0 0 0 

Religion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0 

Sex 0 0 0 0 0 0 0 0 0 0 0 0 

National Origin 0 0 0 0 0 0 0 0 0 0 0 0 

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0 

Age 0 0 0 0 0 0 0 0 0 0 0 0 

Disability 0 0 0 0 0 0 0 0 0 0 0 0 

Genetic Information 0 0 0 0 0 0 0 0 0 0 0 0 

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0 

Findings Without Hearing 0 0 0 0 0 0 0 0 0 0 0 0 

Race 0 0 0 0 0 0 0 0 0 0 0 0 

Color 0 0 0 0 0 0 0 0 0 0 0 0 

Religion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprisal 0 0 0 0 0 0 0 0 0 0 0 0 

Sex 0 0 0 0 0 0 0 0 0 0 0 0 

National Origin 0 0 0 0 0 0 0 0 0 0 0 0 

Equal Pay Act 0 0 0 0 0 0 0 0 0 0 0 0 

Age 0 0 0 0 0 0 0 0 0 0 0 0 

Disability 0 0 0 0 0 0 0 0 1 100 0 0 

Genetic Information 0 0 0 0 0 0 0 0 0 0 0 0 

Non-EEO 0 0 0 0 0 0 0 0 0 0 0 0 
5 

Findings of Discrimination 

Rendered by Issue 

29 C.F.R. § 1614.704(k) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

# % # % # % # % # % # % 

Total Number of Findings 0 0 0 0 1 100 0 0 

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0 

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0 

Awards 0 0 0 0 0 0 0 0 0 0 0 0 

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0 0 0 

Disciplinary Action 0 0 0 0 0 0 0 0 0 0 0 0 

Demotion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0 

Suspension 0 0 0 0 0 0 0 0 0 0 0 0 

Removal 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 0 0 0 0 

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0 

Evaluation Appraisal 0 0 0 0 0 0 0 0 0 0 0 0 

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0 

Harassment 0 0 0 0 0 0 0 0 0 0 0 0 

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0 

Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0 0 0 

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0 

Reassignment 0 0 0 0 0 0 0 0 0 0 0 0 

Denied 0 0 0 0 0 0 0 0 0 0 0 0 

Directed 0 0 0 0 0 0 0 0 0 0 0 0 

Reasonable Accommodation 0 0 0 0 0 0 0 0 0 0 0 0 

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0 

Retirement 0 0 0 0 0 0 0 0 0 0 0 0 

Termination 0 0 0 0 0 0 0 0 0 0 0 0 

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0 

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0 

Training 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 1 100 0 0 
6 

Findings After Hearing 0 0 0 0 0 0 0 0 0 0 0 0 

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0 

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0 

Awards 0 0 0 0 0 0 0 0 0 0 0 0 

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0 0 0 

Disciplinary Action 0 0 0 0 0 0 0 0 0 0 0 0 

Demotion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0 

Suspension 0 0 0 0 0 0 0 0 0 0 0 0 

Removal 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 0 0 0 0 

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0 

Evaluation Appraisal 0 0 0 0 0 0 0 0 0 0 0 0 

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0 

Harassment 0 0 0 0 0 0 0 0 0 0 0 0 

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0 Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0 0 0 

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0 

Reassignment 0 0 0 0 0 0 0 0 0 0 0 0 

Denied 0 0 0 0 0 0 0 0 0 0 0 0 

Directed 0 0 0 0 0 0 0 0 0 0 0 0 

Reasonable Accommodation 0 0 0 0 0 0 0 0 0 0 0 0 

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0 

Retirement 0 0 0 0 0 0 0 0 0 0 0 0 

Termination 0 0 0 0 0 0 0 0 0 0 0 0 

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0 

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0 

Training 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 0 0 0 0 

Findings Without Hearing 0 0 0 0 0 0 0 0 0 0 0 0 

Appointment/Hire 0 0 0 0 0 0 0 0 0 0 0 0 
7 

Assignment of Duties 0 0 0 0 0 0 0 0 0 0 0 0 

Awards 0 0 0 0 0 0 0 0 0 0 0 0 

Conversion to Full-time 0 0 0 0 0 0 0 0 0 0 0 0 

Disciplinary Action 0 0 0 0 0 0 0 0 0 0 0 0 

Demotion 0 0 0 0 0 0 0 0 0 0 0 0 

Reprimand 0 0 0 0 0 0 0 0 0 0 0 0 

Suspension 0 0 0 0 0 0 0 0 0 0 0 0 

Removal 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 0 0 0 0 

Duty Hours 0 0 0 0 0 0 0 0 0 0 0 0 

Evaluation Appraisal 0 0 0 0 0 0 0 0 0 0 0 0 

Examination/Test 0 0 0 0 0 0 0 0 0 0 0 0 

Harassment 0 0 0 0 0 0 0 0 0 0 0 0 

Non-Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Sexual 0 0 0 0 0 0 0 0 0 0 0 0 

Medical Examination 0 0 0 0 0 0 0 0 0 0 0 0 

Pay (Including Overtime) 0 0 0 0 0 0 0 0 0 0 0 0 

Promotion/Non-Selection 0 0 0 0 0 0 0 0 0 0 0 0 

Reassignment 0 0 0 0 0 0 0 0 0 0 0 0 

Denied 0 0 0 0 0 0 0 0 0 0 0 0 

Directed 0 0 0 0 0 0 0 0 0 0 0 0 

Reasonable Accommodation 0 0 0 0 0 0 0 0 0 0 0 0 

Reinstatement 0 0 0 0 0 0 0 0 0 0 0 0 

Retirement 0 0 0 0 0 0 0 0 0 0 0 0 

Termination 0 0 0 0 0 0 0 0 0 0 0 0 

Terms/Conditions of Employment 0 0 0 0 0 0 0 0 0 0 0 0 

Time and Attendance 0 0 0 0 0 0 0 0 0 0 0 0 

Training 0 0 0 0 0 0 0 0 0 0 0 0 

Other 0 0 0 0 0 0 0 0 1 100 0 0 
8 

Pending Complaints 

Filed in Previous Fiscal Years and by Status 

29 C.F.R. § 1614.704(l) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Total Complaints from Previous Fiscal Years 12 6 3 6 8 8 

Total Complainants 10 5 3 5 7 6 

Number Complaints Pending 

Investigation 0 0 0 1 0 3 

ROI Issued, Pending Complainants Action 0 

Hearing 6 4 2 2 2 2 

Final Action 3 0 1 3 2 1 

Appeal with EEOC Office of Federal Operations 3 2 0 0 1 2 

Complaint Investigations 

29 C.F.R. § 1614.704(m) 

Comparative Data 

1st Qtr. Previous Fiscal Year Data 

2018 2019 2020 2021 2022 

Pending Complaints Where Investigations Exceeds 

Required Time Frames 

3 0 0 1 6 6 
APPENDIX B 
Federal Federal Federal Federal Communications Communications Commission Commission 

Equal Employment Opportunity Policy Statement 

March 22, 2023 

The Federal Communications Commission (FCC) regulates interstate and foreign 

commerce in communication by wire and radio so as to make communication services 

available to all people of the United States. without discrimination on the basis of race, 

color, religion, national origin, or sex. The FCC's commitment to equal employment 

opportunity and the promotion of a strong aflirmative employment program for its 

employees and applicants for employment is as firmly entrenched as the FCC's core mission 

to regulate communications without discrimination. 

The Federal Communications Commission is stronger, more credible, and more effective 

when our workforce rcllccts the cxpcricncc,judgmcnt, and energy of individuals from 

diverse backgrounds. To be successful in fulfilling our vitally important mission,wc must 

earn and retain the trust and confidence of the people we serve, and we must consistently 

demonstrate our strict adherence to these principles by: 

• Fostering an environment in which diversity is valued. understood, and sought. 

• Ensuring that all programs to recruit and hire applicants for employment. as well as 

programs to promote. train. develop, evaluate. reward, and discipline employees arc 

conducted in a fair and consistent manner. solely on the basis of merit, and in 

compliance with equal employment opportunity laws and regulations. 

• Ensuring equal employment opportunity to all employees and applicants for 

employment without regard to race, color. religion, sex (including pregnancy and 

gender identity), sexual orientation, national origin, age. disability (mental, 

intellectual. or physical). marital status. parental status, political alliliation. genetic 

information including family medical history. or any other basis protected by law, 

such as retaliation. reprisal. and equal pay. 

• Providing. developmental opportunities to all employees to enable them to achieve 

their maximum potential and judging them fairly and treating them with dignity and 

respect. 

• Providing reasonable accommodations for applicants and employees with disabilities. 

• Maintaining policies that allow all employees to work in an environment that is free 

from discrimination and harassment and in which employees may exercise their rights 

without fear of reprisal. 

• Resol ving workplace conflicts. confrontations. and complaints in a prompt. 

impartial, n:spcctlill. and constructive manner. 

·• Educating managers. supervisors. and employees of their rights and responsibilities 

under Federal law and holding them accountable for the successful implementation of 

FCC Equal Employment Opportunity (EEO) and diversity programs. 

• • Upholding all EEO principles in the workplace. 

Thank you for your commitment to equal employment opportunity and the promotion of a 

strong aflirmative employment program at the FCC. 

Jessica Rosenworc

Chairwoman 

Jessica Rosenwor

Chairwoman 

cel el 

Federal Federal Federal Federal Communications Communications Commission Commission 

Equal Employment Opportunity Policy Statement 

March 22, 2023 

The Federal Communications Commission (FCC) regulates interstate and foreign 

commerce in communication by wire and radio so as to make communication services 

available to all people of the United States. without discrimination on the basis of race, 

color, religion, national origin, or sex. The FCC's commitment to equal employment 

opportunity and the promotion of a strong aflirmative employment program for its 

employees and applicants for employment is as firmly entrenched as the FCC's core mission 

to regulate communications without discrimination. 

The Federal Communications Commission is stronger, more credible, and more effective 

when our workforce rcllccts the cxpcricncc,judgmcnt, and energy of individuals from 

diverse backgrounds. To be successful in fulfilling our vitally important mission,wc must 

earn and retain the trust and confidence of the people we serve, and we must consistently 

demonstrate our strict adherence to these principles by: 

• Fostering an environment in which diversity is valued. understood, and sought. 

• Ensuring that all programs to recruit and hire applicants for employment. as well as 

programs to promote. train. develop, evaluate. reward, and discipline employees arc 

conducted in a fair and consistent manner. solely on the basis of merit, and in 

compliance with equal employment opportunity laws and regulations. 

• Ensuring equal employment opportunity to all employees and applicants for 

employment without regard to race, color. religion, sex (including pregnancy and 

gender identity), sexual orientation, national origin, age. disability (mental, 

intellectual. or physical). marital status. parental status, political alliliation. genetic 

information including family medical history. or any other basis protected by law, 

such as retaliation. reprisal. and equal pay. 

• Providing. developmental opportunities to all employees to enable them to achieve 

their maximum potential and judging them fairly and treating them with dignity and 

respect. 

• Providing reasonable accommodations for applicants and employees with disabilities. 

• Maintaining policies that allow all employees to work in an environment that is free 

from discrimination and harassment and in which employees may exercise their rights 

without fear of reprisal. 

• Resol ving workplace conflicts. confrontations. and complaints in a prompt. 

impartial, n:spcctlill. and constructive manner. 

·• Educating managers. supervisors. and employees of their rights and responsibilities 

under Federal law and holding them accountable for the successful implementation of 

FCC Equal Employment Opportunity (EEO) and diversity programs. 

• • Upholding all EEO principles in the workplace. 

Thank you for your commitment to equal employment opportunity and the promotion of a 

strong aflirmative employment program at the FCC. 

Jessica Rosenworc

Chairwoman 

Jessica Rosenwor

Chairwoman 

cel el 

Federal Federal Federal Federal Communications Communications Commission Commission 

Equal Employment Opportunity Policy Statement 

March 22, 2023 

The Federal Communications Commission (FCC) regulates interstate and foreign 

commerce in communication by wire and radio so as to make communication services 

available to all people of the United States. without discrimination on the basis of race, 

color, religion, national origin, or sex. The FCC's commitment to equal employment 

opportunity and the promotion of a strong aflirmative employment program for its 

employees and applicants for employment is as firmly entrenched as the FCC's core mission 

to regulate communications without discrimination. 

The Federal Communications Commission is stronger, more credible, and more effective 

when our workforce rcllccts the cxpcricncc,judgmcnt, and energy of individuals from 

diverse backgrounds. To be successful in fulfilling our vitally important mission,wc must 

earn and retain the trust and confidence of the people we serve, and we must consistently 

demonstrate our strict adherence to these principles by: 

• Fostering an environment in which diversity is valued. understood, and sought. 

• Ensuring that all programs to recruit and hire applicants for employment. as well as 

programs to promote. train. develop, evaluate. reward, and discipline employees arc 

conducted in a fair and consistent manner. solely on the basis of merit, and in 

compliance with equal employment opportunity laws and regulations. 

• Ensuring equal employment opportunity to all employees and applicants for 

employment without regard to race, color. religion, sex (including pregnancy and 

gender identity), sexual orientation, national origin, age. disability (mental, 

intellectual. or physical). marital status. parental status, political alliliation. genetic 

information including family medical history. or any other basis protected by law, 

such as retaliation. reprisal. and equal pay. 

• Providing. developmental opportunities to all employees to enable them to achieve 

their maximum potential and judging them fairly and treating them with dignity and 

respect. 

• Providing reasonable accommodations for applicants and employees with disabilities. 

• Maintaining policies that allow all employees to work in an environment that is free 

from discrimination and harassment and in which employees may exercise their rights 

without fear of reprisal. 

• Resol ving workplace conflicts. confrontations. and complaints in a prompt. 

impartial, n:spcctlill. and constructive manner. 

·• Educating managers. supervisors. and employees of their rights and responsibilities 

under Federal law and holding them accountable for the successful implementation of 

FCC Equal Employment Opportunity (EEO) and diversity programs. 

• • Upholding all EEO principles in the workplace. 

Thank you for your commitment to equal employment opportunity and the promotion of a 

strong aflirmative employment program at the FCC. 

Jessica Rosenworc

Chairwoman 

Jessica Rosenwor

Chairwoman 

cel el 

Equal Employment Opportunity Policy Statement 

March 22, 2023 

The Federal Communications Commission (FCC) regulates interstate and foreign 

commerce in communication by wire and radio so as to make communication services 

available to all people of the United States. without discrimination on the basis of race, 

color, religion, national origin, or sex. The FCC's commitment to equal employment 

opportunity and the promotion of a strong aflirmativc employment program for its 

employees and applicants for employment is as firmly entrenched as the FCC's core mission 

to regulate communications without discrimination. 

The Federal Communications Commission is stronger. more credible. and more effective 

when our workforce rcllccts the cxpcricncc.judgmcnt, and energy of individuals from 

diverse backgrounds. To be successful in fulfilling our vitally important mission,wc must 

earn and retain the trust and confidence of the people we serve, and we must consistently 

demonstrate our strict adherence to these principles by: 

• Fostering an environment in which diversity is valued. understood, and sought. 

• Ensuring that all programs to recruit and hire applicants for employment. as well as 

programs to promote. train. develop. evaluate. reward, and discipline employees arc 

conducted in a fair and consistent manner. solely on the basis of merit, and in 

compliance with equal employment opportunity laws and regulations. 

• Ensuring equal employment opportunity to all employees and applicants for 

employment without regard to race, color. religion, sex (including pregnancy and 

gender identity), sexual orientation, national origin, age. disability (mental, 

intellectual. or physical). marital status. parental status, political alliliation. genetic 

information including family medical history. or any other basis protected by law, 

such as retaliation. reprisal. and equal pay. 

• Providing. developmental opportunities to all employees to enable them to achieve 

their maximum potential and judging them fairly and treating them with dignity and 

respect. 

• Providing reasonable accommodations for applicants and employees with disabilities. 

• Maintaining policies that allow all employees to work in an environment that is free 

from discrimination and harassment and in which employees may exercise their rights 

without fear of reprisal. 

• Resolving workplace conflicts. confrontations. and complaints in u prompt. 

impartial, respcctli.il. and constructive manner. 

· • Educating managers. supervisors. and employees of their rights and responsibilities 

under Federal law and holding them accountable for the successful implementation of 

FCC Equal Employment Opportunity (EEO) and diversity programs. 

Upholding all EEO principles in the workplace. 

Thank you for your commitment to equal employment opportunity and the promotion of a 

strong aftirmativc employment program at the FCC. 
APPENDIX C
Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

The Federal Communications Commission 's ""A111i-Harass111e111 Anti-Harassment Policy Policy and and Procedures" Procedures" is is an an 

internal policy for the prevention and elimination of workplace harassment. The policy outlines 

the rights and responsibilities of FCC employees in ensuring a workplace free of harassment and 

establishes a system of accountability to that end. 

I encourage all employees to read the policy. Employees must not engage in conduct that creates 

a harassing environment for any other employee. Employees also have a duty to report acts of 

harassment they experience or witness to the proper officials, as outlined in the policy. FCC 

managers and supervisors are reminded of their responsibility to prevent and promptly correct 

harassing conduct in the workplace. All FCC employees are responsible for ensuring that the 

FCC is a model workplace that is free of harassment. 

Thank you for your commitment to fostering a '11arassment-free" zone in our workplace here at 

the FCC. 

Jessica Rosenworcel 

Chairwoman Chairwoman 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

The Federal Communications Commission 's ""A111i-Harass111e111 Anti-Harassment Policy Policy and and Procedures" Procedures" is is an an 

internal policy for the prevention and elimination of workplace harassment. The policy outlines 

the rights and responsibilities of FCC employees in ensuring a workplace free of harassment and 

establishes a system of accountability to that end. 

I encourage all employees to read the policy. Employees must not engage in conduct that creates 

a harassing environment for any other employee. Employees also have a duty to report acts of 

harassment they experience or witness to the proper officials, as outlined in the policy. FCC 

managers and supervisors are reminded of their responsibility to prevent and promptly correct 

harassing conduct in the workplace. All FCC employees are responsible for ensuring that the 

FCC is a model workplace that is free of harassment. 

Thank you for your commitment to fostering a '11arassment-free" zone in our workplace here at 

the FCC. 

Jessica Rosenworcel 

Chairwoman Chairwoman 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

Federal Communications Commission 

Anti-Harassment Policy Statement 

March 22, 2023 

The Federal Communications Commission 's ""A111i-Harass111e111 Anti-Harassment Policy Policy and and Procedures" Procedures" is is an an 

internal policy for the prevention and elimination of workplace harassment. The policy outlines 

the rights and responsibilities of FCC employees in ensuring a workplace free of harassment and 

establishes a system of accountability to that end. 

I encourage all employees to read the policy. Employees must not engage in conduct that creates 

a harassing environment for any other employee. Employees also have a duty to report acts of 

harassment they experience or witness to the proper officials, as outlined in the policy. FCC 

managers and supervisors are reminded of their responsibility to prevent and promptly correct 

harassing conduct in the workplace. All FCC employees are responsible for ensuring that the 

FCC is a model workplace that is free of harassment. 

Thank you for your commitment to fostering a '11arassment-free" zone in our workplace here at 

the FCC. 

Jessica Rosenworcel 

Chairwoman Chairwoman 

The Federal Communications Commission's 

internal policy for the prevention and elimination of workplace harassment. The policy outlines 

the rights and responsibilities of FCC employees in ensuring a workplace free of harassment and 

establishes a system of accountability to that end. 

I encourage all employees to read the policy. Employees must not engage in conduct that creates 

a harassing environment for any other employee. Employees also have a duty to report acts of 

harassment they experience or witness to the proper officials, as outlined in the policy. FCC 

managers and supervisors are reminded of their responsibility to prevent and promptly correct 

harassing conduct in the workplace. All FCC employees are responsible for ensuring that the 

FCC is a model workplace that is free of harassment. 

Thank you for your commitment to fostering a '11arassment-free" zone in our workplace here at 

the FCC. 

Jessica Rosenworcel 
APPENDIX D
Federal Communications Commission 

Alternative Dispute Resolution Policy Statement 

March 22, 2023 

The Federal Communications Commission's (FCC) Alternative Dispute Resolution (ADR) 

Program "Don't Escalate, Choose to Mediate" aims to prevent and resolve workplace conflict in a 

fair, amicable, timely, equitable and cost-effective manner. While workplace conflicts may be 

addressed through the Equal Employment Opportunity complaint process, the grievance processes, 

or other forums, I fully support and encourage managers, supervisors and employees to use ADR 

as a voluntary option to resolve conflicts at the earliest opportunity and without the need to 

escalate. 

The FCC uses mediation to resolve workplace conflicts by providing a confidential process 'that 

involves a neutral third party (the mediator) who assists the parties in discussing their concerns in 

a productive manner. The mediator does not take sides, but helps the participants ·express their 

concerns and identify potential solutions that work for all parties. 

The effective use of ADR techniques promotes and sustains professional growth and proficiency 

and has been linked to positive outcomes such as increased productivity, retention, and 

engagement. Accordingly, I challenge all staff to: 

• Be knowledgeable about ADR; 

• Examine the suitability of using ADR whenever issues in controversy arise; and 

• Use ADR in a good faith effort to achieve consensual resolution of workplace conflicts. 

Please contact the Office of Workplace Diversity for more information concerning A DR resources, 

and always opt to "Don't Escalate, Choose to Mediate! 11 before heading to a traditional, timeconsuming process to resolve workplace conflicts. Thank you for your efforts in preventing or 

resolving workplace conflict at the earliest opportunity and without the need to escalate. 

Jessica Rosenworcel 

Chairwoman 

Federal Communications Commission 

Alternative Dispute Resolution Policy Statement 

March 22, 2023 

The Federal Communications Commission's (FCC) Alternative Dispute Resolution (ADR) 

Program "Don't Escalate, Choose to Mediate" aims to prevent and resolve workplace conflict in a 

fair, amicable, timely, equitable and cost-effective manner. While workplace conflicts may be 

addressed through the Equal Employment Opportunity complaint process, the grievance processes, 

or other forums, I fully support and encourage managers, supervisors and employees to use ADR 

as a voluntary option to resolve conflicts at the earliest opportunity and without the need to 

escalate. 

The FCC uses mediation to resolve workplace conflicts by providing a confidential process 'that 

involves a neutral third party (the mediator) who assists the parties in discussing their concerns in 

a productive manner. The mediator does not take sides, but helps the participants ·express their 

concerns and identify potential solutions that work for all parties. 

The effective use of ADR techniques promotes and sustains professional growth and proficiency 

and has been linked to positive outcomes such as increased productivity, retention, and 

engagement. Accordingly, I challenge all staff to: 

• Be knowledgeable about ADR; 

• Examine the suitability of using ADR whenever issues in controversy arise; and 

• Use ADR in a good faith effort to achieve consensual resolution of workplace conflicts. 

Please contact the Office of Workplace Diversity for more information concerning A DR resources, 

and always opt to "Don't Escalate, Choose to Mediate! 11 before heading to a traditional, timeconsuming process to resolve workplace conflicts. Thank you for your efforts in preventing or 

resolving workplace conflict at the earliest opportunity and without the need to escalate. 

Jessica Rosenworcel 

Chairwoman 

Federal Communications Commission 

Alternative Dispute Resolution Policy Statement 

March 22, 2023 

The Federal Communications Commission's (FCC) Alternative Dispute Resolution (ADR) 

Program "Don't Escalate, Choose to Mediate" aims to prevent and resolve workplace conflict in a 

fair, amicable, timely, equitable and cost-effective manner. While workplace conflicts may be 

addressed through the Equal Employment Opportunity complaint process, the grievance processes, 

or other forums, I fully support and encourage managers, supervisors and employees to use ADR 

as a voluntary option to resolve conflicts at the earliest opportunity and without the need to 

escalate. 

The FCC uses mediation to resolve workplace conflicts by providing a confidential process 'that 

involves a neutral third party (the mediator) who assists the parties in discussing their concerns in 

a productive manner. The mediator does not take sides, but helps the participants ·express their 

concerns and identify potential solutions that work for all parties. 

The effective use of ADR techniques promotes and sustains professional growth and proficiency 

and has been linked to positive outcomes such as increased productivity, retention, and 

engagement. Accordingly, I challenge all staff to: 

• Be knowledgeable about ADR; 

• Examine the suitability of using ADR whenever issues in controversy arise; and 

• Use ADR in a good faith effort to achieve consensual resolution of workplace conflicts. 

Please contact the Office of Workplace Diversity for more information concerning A DR resources, 

and always opt to "Don't Escalate, Choose to Mediate! 11 before heading to a traditional, timeconsuming process to resolve workplace conflicts. Thank you for your efforts in preventing or 

resolving workplace conflict at the earliest opportunity and without the need to escalate. 

Jessica Rosenworcel 

Chairwoman 

Federal Communications Commission 

Alternative Dispute Resolution Policy Statement 

March 22, 2023 

The Federal Communications Commission's (FCC) Alternative Dispute Resolution (ADR) 

Program "Don't Escalate, Choose to Mediate" aims to prevent and resolve workplace conflict in a 

fair, amicable, timely, equitable and cost-effective manner. While workplace conflicts may be 

addressed through the Equal Employment Opportunity complaint process, the grievance processes, 

or other forums, I fully support and encourage managers, supervisors and employees to use ADR 

as a voluntary option to resolve conflicts at the earliest opportunity and without the need to 

escalate. 

The FCC uses mediation to resolve workplace conflicts by providing a confidential process 'that 

involves a neutral third party (the mediator) who assists the parties in discussing their concerns in 

a productive manner. The mediator does not take sides, but helps the participants · express their 

concerns and identify potential solutions that work for all parties. 

The effective use of ADR techniques promotes and sustains professional growth and proficiency 

and has been linked to positive outcomes such as increased productivity, retention, and 

engagement. Accordingly, I challenge all staff to: 

• Be knowledgeable about ADR; • Examine the suitability of using ADR whenever issues in controversy arise; and 

• Use ADR in a good faith effort to achieve consensual resolution of workplace conflicts. 

Please contact the Office of Workplace Diversity for more information concerning ADR resources, 

and always opt to "Don't Escalate, Choose to Mediate!" before heading to a traditional, timeconsuming process to resolve workplace conflicts. Thank you for your efforts in preventing or 

resolving workplace conflict at the earliest opportunity and without the need to escalate. 

Jessica Rosenworcel 

Chairwoman