Audit, analysis and evaluation of the Queens County Public Administrator's employment practices and procedures and its efforts to ensure fair and effective equal employment opportunities for employees and applicants seeking employment.
This is a quarterly report of the EEO and Diversity activities of the NYCOA describing our employment practicies, outreach activities, and internal programs.
The FY22 New York City Office of the Actuary Diversity and EEO plan describes the OA's plans, projects, and training goals for the DEI efforts during Fiscal Year 2022.
This provides a report on the activities and programs by the OA to advance its DE&I goals and initiatives like in the areas of retention and recruitment.
This quarterly report provides an overview of our goals and activities the OA addressed during the first quarter of FY24 related to our agency's FY24 EEO Plan.
This annual report gives an overview of the OA's workforce demographics with respect to demographics such gender, race, ethnicity and other indicators.
The report details proactive measures to diminish under-utilization in particular job groups, our training efforts, recruitment strategies, and HR initiatives to prevent and address any barriers to equal opportunity employment.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2021 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2021 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2022 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2022 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2021 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2021 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2022 Diversity and EEO Plan.
The report details proactive measures to diminish under-utilization in particular job groups, our training efforts, recruitment strategies, and HR initiatives to prevent and address any barriers to equal opportunity employment.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2020 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2020 Diversity and EEO Plan.
The report details proactive measures to diminish under-utilization in particular job groups, our training efforts, recruitment strategies, and HR initiatives to prevent and address any barriers to equal opportunity employment.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2020 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2023 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2022 Diversity and EEO Plan.
The report details proactive measures to diminish under-utilization in particular job groups, our training efforts, recruitment strategies, and HR initiatives to prevent and address any barriers to equal opportunity employment.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2023 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2023 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2023 Diversity and EEO Plan.
The report details proactive measures to diminish under-utilization in particular job groups, our training efforts, recruitment strategies, and HR initiatives to prevent and address any barriers to equal opportunity employment.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2024 Diversity and EEO Plan.
This quarterly report describes OATH’s EEO and Diversity & Inclusion programs and initiatives related to Workforce, Workplace, and Community goals which were outlined in our FY 2024 Diversity and EEO Plan.
Department for the Aging Quarterly Diversity and EEO Report 2021. Reports covers the 2nd quarter of Fiscal Year 2021, from October 2020 to December 2020
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
New York City Department for the Aging quarterly diversity and EEO report for the fiscal year 2020. The attached report covers the 2nd Quarter (October - December), due January 30, 2020
Quarterly report on the Department for the Aging's Equal Employment Opportunity and Diversity Plan Implementation. The report covers the fourth quarter of Fiscal Year 2022.
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
The Diversity, Equity, Inclusion and Equal Employment Opportunity Plan includes the agency's plan and commitment in ensuring an inclusive and diverse workplace.
This report describes what the Department for the Aging has done this quarter to make sure there is equal opportunity and inclusion for all staff members at the agency.
This document explains how the Department for the Aging fosters an inclusive environment that empowers staff to excel, values strengths of all staff, promotes professionalism, and ensures accountability.
BERS will strive to achieve the greatest possible diversity among our workforce, to create an inclusive
culture of openness, tolerance, and cooperation in our workplaces, to promote equity in all its aspects,
and to examine and eliminate the structural obstacles to equal treatment of our workforce.
The Brooklyn Borough President Antonio Reynoso is dedicated to advancing diversity, equity, inclusion, equality and fairness within the Borough of Brooklyn and our office. We aim for our employees to be a representation of our city and borough's diverse backgrounds, nationalities, and cultures.
Quarter 1 FY 2024 DEI-EEO Report- This document describes the diversity, equity and inclusion initiatives that the Office of the Brooklyn Borough President has employed for Fiscal Year 2024.
Quarter 2 FY 2024 DEI-EEO Report- This report outlines the diversity, equity and inclusion initiatives employed by the Office of the Brooklyn Borough President for the second quarter of Fiscal Year 2024.
A review and analysis of the demographic data of the MBPO's workforce and a description of the EEO, Diversity, Inclusion and Equity initiatives for 2023.
Attached you will find the fiscal year 2024 Annual Plan for the Office of the Staten Island Borough President. This plan was created by SIBPO EEO and approved by DCAS.
The agency recognized employees, supervisors, managers, and units demonstrating superior accomplishment in diversity and equal employment opportunity through the following. The agency conducted a review of the dashboard sent to the EEO Officer with demographic data and trends.
Pursuant to Local Law 12 of 2019, a report describing the advances and strategies implemented by the Department of Buildings in compliance with the Diversity and Equal Employment laws
Pursuant to Local Law 12 of 2019, a report describing the advances and strategies implemented by the Department of Buildings in compliance with the Diversity and Equal Employment laws.
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.
The agency conducted a review of the dashboard sent to the EEO Officer with demographic data and trends, including workforce composition by job title, job group, race/ethnicity and gender; new hires, promotions and separation data; and utilization analysis.
1st Quarterly report for FY 2021 describing the proactive strategies to enhance diversity, EEO and Inclusion, and the steps the agency has taken to meet such workforce goals.
Pursuant to Local Law 12 of 2019, a report describing the advances and strategies implemented by the Department of Buildings in compliance with the Diversity and Equal Employment laws
A report describing the efforts and developments from the Department of Buildings in the implementation of the Equal Employment and Diversity Plan for Fiscal year 2021
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment, inclu
Policy statement reinforcing the Department of Buildings commitment to creating a diverse workforce and welcoming and professional environment for employees and customers, in compliance with the New York City's Equal Employment Opportunity policy and applicable federal, state, and local laws.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment[...]
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency’s efforts to implement equal employment practices, including statistical information regarding total employment [...]
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a) [...]
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency’s efforts to implement equal employment practices, including statistical information regarding total employment[...]
A report on the agency’s efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency’s efforts to implement equal employment practices, including statistical information regarding total employment,[...]
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph nineteen (annual plan) of Section 815(a),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment [...]
Annual fair and effective affirmative employment plan to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency