[Federal Register Volume 81, Number 156 (Friday, August 12, 2016)]
[Notices]
[Pages 53482-53483]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2016-19196]


=======================================================================
-----------------------------------------------------------------------

FARM CREDIT ADMINISTRATION

[NV-16-14]


Equal Employment Opportunity and Diversity

AGENCY: Farm Credit Administration.

ACTION: Policy statement.

-----------------------------------------------------------------------

SUMMARY: The Farm Credit Administration (FCA) Board recently updated 
its Policy Statement on Equal Employment Opportunity and Diversity.

DATES: Effective Date: August 8, 2016.

FOR FURTHER INFORMATION CONTACT: Thais Burlew, Director of Equal 
Employment Opportunity and Inclusion, Farm Credit Administration, 1501 
Farm Credit Drive, McLean Virginia 22102-5090, (703) 883-4290, TTY 
(703) 883-4352.

SUPPLEMENTARY INFORMATION: While not required by law, the Equal 
Employment Opportunity Commission (EEOC) has determined that reissuance 
of an agency's EEO policy statement each fiscal year is a symbol of the 
agency leadership's commitment to EEO and Diversity principles. The FCA 
conducted its annual review of Policy Statement FCA-PS-62 on Equal 
Employment Opportunity (EEO) and Diversity. The policy has been 
slightly edited at EEOC's recommendation to indicate that FCA begins 
prompt, thorough, and impartial investigations within 10 days of 
receiving notice of harassment allegations.
    The text of the updated Policy Statement is set forth below in its 
entirety. All FCA Board policy statements may be viewed on FCA's Web 
site. From www.fca.gov, select ``Laws & Regulations,'' then select 
``FCA Handbook,'' then select ``FCA Board Policy Statements.''

Equal Employment Opportunity and Diversity

FCA-PS-62

    Effective Date: August 8, 2016.
    Effect on Previous Action: Replaces FCA-PS-62 [NV15-10] dated 
August 18, 2015 (80 FR 51806, 8/26/15).
    Source of Authority: Title VII of the Civil Rights Act of 1964, as 
amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act 
(29 U.S.C. 621 et seq.); Rehabilitation Act of 1973, as amended (29 
U.S.C. 721 et seq.); Equal Pay Act of 1974 (29 U.S.C. 206(d)); Civil 
Service Reform Act of 1978 (5 U.S.C. 3112); Notification and Federal 
Employee Antidiscrimination and Retaliation Act of 2002 (No FEAR Act) 
(5 U.S.C. 2301); Genetic Information Nondiscrimination Act of 2008 (42 
U.S.C. 2000ff et seq.); section 5.9 of the Farm Credit Act of 1971, as 
amended (12 U.S.C. 2243); Executive Order 11478 (Equal Employment 
Opportunity in the Federal Government), as amended by Executive Orders 
13087 and 13152 to include prohibitions on discrimination based on 
sexual orientation and status as a parent; Executive Order 13166 
(Improving Access to Services for Persons with Limited English 
Proficiency); 29 CFR part 1614; Equal Employment Opportunity Commission 
Management Directives. The Farm Credit Administration Board hereby 
adopts the following policy statement:

Purpose

    The Farm Credit Administration (FCA or Agency) Board reaffirms its 
commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD) 
and its belief that all FCA employees should be treated with dignity 
and respect. The Board also provides guidance to Agency management and 
staff for deciding and taking action in these critical areas.

Importance

    Unquestionably, the employees who comprise the FCA are its most 
important resource. The Board fully recognizes that the Agency draws 
its strength from the dedication, experience, and diversity of its 
employees. The Board is firmly committed to taking whatever steps are 
needed to protect the rights of its staff and to carrying out programs 
that foster the development of each employee's potential. We believe an 
investment in efforts that strongly promote EEOD will prevent the 
conflict and the high costs of correction for taking no, or inadequate, 
action in these areas.

[[Page 53483]]

    The Farm Credit Administration (FCA) Board Adopts the Following 
Policy Statement: It is the policy of the FCA to prohibit 
discrimination in Agency policies, program practices, and operations. 
Employees, applicants for employment, and members of the public who 
seek to take part in FCA programs, activities, and services will be 
treated fairly. The FCA Board Chairman and Chief Executive Officer 
(CEO) is ultimately responsible for ensuring that FCA meets all EEOD 
requirements and initiatives in accordance with laws and regulations, 
to maintain a workplace that is free from discrimination and that 
values all employees. FCA, under the appropriate laws and regulations, 
will:

     Ensure equal employment opportunity based on merit and 
qualification, without discrimination because of race, color, 
religion, sex (including sexual orientation), age (40 or older), 
national origin, disability, status as a parent, genetic 
information, or filing of a complaint, participation in 
discrimination or harassment complaint proceedings, or other 
opposition to discrimination;
     Provide for the prompt and fair consideration of 
complaints of discrimination;
     Make reasonable accommodations for qualified applicants 
for employment and employees with physical or mental disabilities 
under law;
     Make reasonable accommodations based on applicants' and 
employees' religious beliefs or practices, consistent with Title 
VII;
     Provide an environment free from harassment to all 
employees;
     Create and maintain an organizational culture that 
recognizes, values, and supports employee and public diversity and 
inclusion;
     Develop objectives within the Agency's operation and 
strategic planning process to meet the goals of EEOD and this 
policy;
     Implement affirmative programs to carry out this policy 
within the Agency; and
     To the extent practicable, seek to encourage the Farm 
Credit System to continue its efforts to promote and increase 
diversity.

Diversity and Inclusion

    The FCA intends to be a model employer. That is, as far as 
possible, FCA will build and maintain a workforce that reflects the 
rich diversity of individual differences evident throughout this 
Nation. The Board views individual differences as complementary and 
believes these differences enrich our organization. When individual 
differences are respected, recognized, and valued, diversity becomes a 
powerful force that can contribute to achieving superior results. 
Therefore, we will create, maintain, and continuously improve on an 
organizational culture that fully recognizes, values, and supports 
employee diversity. The Board is committed to promoting and supporting 
an inclusive environment that provides to all employees, individually 
and collectively, the chance to work to their full potential in the 
pursuit of the Agency's mission. We will provide everyone the 
opportunity to develop to his or her fullest potential. When a barrier 
to someone achieving this goal exists, we will strive to remove this 
barrier.

Affirmative Employment

    The Board reaffirms its commitment to ensuring FCA conducts all of 
its employment practices in a nondiscriminatory manner. The Board 
expects full cooperation and support from everyone associated with 
recruitment, selection, development, and promotion to ensure such 
actions are free of discrimination. All employees will be evaluated on 
their EEOD achievements as part of their overall job performance. 
Though staff commitment is important, the role of supervisors is 
paramount to success. Agency supervisors must be coaches and are 
responsible for helping all employees develop their talents and give 
their best efforts in contributing to the mission of the FCA.

Workplace Harassment

    It is the policy of the FCA to provide a work environment free from 
unlawful discrimination in any form, and to protect all employees from 
any form of harassment, either physical or verbal. The FCA will not 
tolerate harassment in the workplace for any reason. The FCA also will 
not tolerate retaliation against any employee for reporting harassment 
or for aiding in any inquiry about reporting harassment. FCA begins 
prompt, thorough, and impartial investigations within 10 days of 
receiving notice of harassment allegations.

Disabled Veterans Affirmative Action Program (DVAAP)

    A disabled veteran is defined as someone who is entitled to 
compensation under the laws administered by the Veterans Administration 
or someone who was discharged or released from active duty because of a 
service-connected disability. The FCA is committed to increasing the 
representation of disabled veterans within its organization. Our Nation 
owes a debt to those veterans who served their country, especially 
those who were disabled because of service. To honor these disabled 
veterans, the FCA shall place emphasis on making vacancies known to and 
providing opportunities for employing disabled veterans.

    Dated this 8th day of August 2016 by order of the Board.

    Dated: August 8, 2016.
Dale L. Aultman,
Secretary, Farm Credit Administration Board.
[FR Doc. 2016-19196 Filed 8-11-16; 8:45 am]
BILLING CODE 6705-01-P