The Campaign Finance Board (CFB) is proud of the diversity in its workplace and strives to
continuously improve its employment and equal opportunity practices and procedures.
In addition to maintaining a diverse workforce, the CFB makes every attempt to identify and
encourage growth of its employees
Quarterly reports detail the agency’s progress in meeting diversity and inclusion goals included in its Annual Diversity and EEO Plan, including a list of significant equity initiatives and the number of staff who’ve undergone various equity-related trainings.
The New York City Department of Environmental Protection's mission depends on its success in recruiting, developing and retaining diverse talent, and promoting an inclusive workplace in which all employees are valued and encouraged to strive for excellence.
Pursuant to Local Law 12 of 2019, report describing the advances and strategies implemented by the Department of Buildings in compliance with the Diversity and Equal Employment laws.
CRIMINAL RECORD? YOU CAN WORK WITH THAT. Criminal history can’t be part of the hiring process until after a job offer. That means you get a fair chance, and employers get to consider more candidates.
CRIMINAL RECORD? YOU CAN WORK WITH THAT. When employers consider qualifications first, more New Yorkers go to work. That makes businesses strong and powers our economy.
The reports are a requirement by DCAS and the EEPC that illustrate the initiatives the agency is taking to ensure a diverse and equitable agency/human capital along with the statistics of the EEO related training the employees have taken. Confidential information has been redacted.