Department of Homeland Security
 

DHS Directives System
 

Directive Number: 065-02
 

Revision Number: 00
 

Issue Date: 8/31/2015 

EQUAL EMPLOYMENT 

OPPORTUNITY 

SPECIAL EMPHASIS PROGRAMS
 

I. Purpose 

This Directive establishes the Department of Homeland Security’s (DHS) Special 

Emphasis Program (SEP) policy and requirements. 

II.	 Scope 

A.	 This Directive applies throughout DHS to all civilian employees. 

B.	 This Directive is subject to collective bargaining obligations as required by law 

prior to implementation. 

III.	 Authorities 

A.	 Title 29, U.S.C. Section 206(d), Equal Pay Act of 1963, as amended; 

B.	 Title 42, U.S.C., Section 2000e et seq., Title VII of the Civil Rights Act of 

1964, as amended; 

C.	 Title 29, U.S.C., Section 621 et seq., Age Discrimination in Employment Act 

of 1967, as amended; 

D.	 Title 29, U.S.C. Section 791 et seq., Rehabilitation Act of 1973, as amended; 

E.	 Public Law 95-454, Civil Service Reform Act of 1978; 

F.	 Public Law 110-233, Genetic Information Nondiscrimination Act of 2008; 

G.	 Executive Order (E.O.) 11246 (September 24, 1965) (Nondiscrimination in 

Employment by Government Contractors and Subcontractors), as amended 

by E.O. 11375 (October 13, 1967) and E.O.13672 (July 21, 2014); 

H.	 E.O. 11478 (August 12, 1969) (Equal Employment Opportunity in the Federal 

Government), as amended by E.O.13087 (May 28, 1998), E.O.13152 (May 2, 

2000), and E.O. 13672 (July 21, 2014); 

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I.	 E.O. 13166 (August 11, 2000) (Improving Access to Services for Persons with 

Limited English Proficiency); 

J.	 E.O. 13164 (July 26, 2000) (Establishing Procedures to Facilitate the
 

Provision of Reasonable Accommodation);
 

K.	 E.O. 13518 (November 9, 2009) (Employment of Veterans in the Federal 

Government); 

L.	 E.O. 13548 (July 26, 2010) (Increasing Federal Employment of Individuals 

with Disabilities); 

M.	 E.O. 13583 (August 18, 2011) (Establishing a Coordinated Government-wide 

Initiative to Promote Diversity and Inclusion in the Federal Workforce); 

N.	 Title 29, C.F.R., Part 1614, Federal Sector Equal Employment Opportunity; 

O.	 Equal Employment Opportunity Commission (EEOC) Management Directives 

110 and 715; 

P.	 DHS Anti-Discrimination Policy Statement, June 12, 2014. 

IV. Responsibilities 

A.	 The Officer for Civil Rights and Civil Liberties ensures that DHS complies 

with all relevant civil rights and civil liberties laws, regulations, executive orders, 

DHS delegations, and other controlling authority and is responsible for 

implementing the policies in this directive. 

B.	 The DHS Chief Human Capital Officer coordinates with the Office for Civil 

Rights and Civil Liberties regarding personnel matters affected by this policy. 

C.	 The Component Heads ensure compliance with this Directive throughout 

their respective Components. 

V.	 Policy and Requirements 

A.	 Policy: 

1.	 It is the policy of DHS to maintain a work environment free from 

discrimination on the basis of an individual’s race, color, religion, sex

(including pregnancy and gender identity), sexual orientation, national origin, 

age, disability, parental status, genetic information, retaliation, or any other 

basis protected by law or regulation. 

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2.	 Proactive prevention of discrimination is integral to the Department’s 

efforts to ensure diversity, inclusion, and equal opportunity in the workforce. 

SEPs afford the Department and its Components avenues to specifically 

address the potential issues and concerns of particular demographic groups 

within the labor force. The goals and activities for each SEP are governed 

by the unique needs and concerns of the covered demographic, but broadly 

include efforts that seek to attract, hire, develop, and retain qualified 

employees within the Department. 

3. In coordination with the Office of the Chief Human Capital Officer, the 

Equal Employment Opportunity and Diversity Programs, Office for Civil Rights 

and Civil Liberties (CRCL) implements actions to institutionalize diversity and 

inclusion with SEP management as a key strategic objective. 

B. Requirements: 

1. As required by public law, DHS supports the following SEPs: 

a. Federal Women’s Program (FWP);

b. Disability Employment Program (DEP); and 

c. Hispanic Employment Program (HEP). 

2. In addition, DHS supports other SEPs due to a broader need to 

ensure equity of opportunity for all employees and applicants. The additional 

SEPs include, but are not necessarily limited to: 

a. Black Employment Program (BEP); 

b.	 Asian American/Pacific Islander Employment Program 

(AAPIEP); 

c.	 American Indian/Alaskan Native Employment Program 

(AIANEP); and 

d.	 Lesbian, Gay, Bisexual, and Transgender Employment Program 

(LGBTEP). 

3.	 Components are responsible for conducting workforce demographic 

analyses to identify barriers to recruitment, promotion, and retention of 

members in identified SEP groups; these barrier analyses should include 

regular and recurring reviews of organizational policies, procedures, and 

practices for elements which potentially inhibit equity in the workplace. 

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4. 	 Each Departmental and Component SEP Committee conducts and/or 

coordinates educational and community outreach with colleges, universities, 

and other entities associated with the various SEPs as directed by executive 

orders. 

5. 	 OHS, including each of its Components, recognizes federally 

identified annual observances related to SEP. 

6. 	 Each Component submits to the OHS Director, EEO and Diversity, 

CRCL, an annual EEOC Management Directive 715 report that summarizes 

SEP programmatic accomplishments. 

7. 	 The Departmental SEP Committees submit to the OHS Director, EEO 

and Diversity, CRCL, annual reports on SEP activities throughout the 

Department. 

VI. Questions 

Address any questions or concerns regarding this Directive to the OHS Director, EEO 


and Diversity, CRCL. 


Date 

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