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 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 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 2022 Diversity and EEO Plan.
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.
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.
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),including details of agency's efforts to implement equal employment practices, including statistical information regarding total employment [...]
The report provides a summary of a jurisdiction's workforce composition by agency function, job category, salary, race/ethnicity, and gender - data that are relevant to the Federal government's furtherance of EEO practices.
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.
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.
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.
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.
This report is the Department of City Planning FY 2020 EEO and Diversity and Inclusion Plan. This report describes the agency's EEO and D&I initiatives that are expected to be implemented in FY 2022
This report is the Department of City Planning 1 Quarter DEEO Report, which includes the EEO and D&I initiatives that were implemented in quarter 1 based on FY 2022 EEO Plan
This report is the Department of City Planning 2 Quarter DEEO Report, which includes the EEO and D&I initiatives that were implemented in quarter 2 based on FY 2022 EEO Plan
DCP Quarterly 4 EEO/DEEO plan. This report discusses the steps the agency has taken to implement the initiatives and goals in the 2022 annual EEO DEI Plan
DCP Quarterly 2 FY 2022 EEO/DEI Plan. This report discusses the steps the agency has taken to implement the goals and initiatives outlined in the FY 2022 EEO/DEI plan
The Diversity & EEO Plan, mandated by the New York City Charter, communicates the agency’s intention to promote EEO and diversity and inclusion by continuing effective measures or implementing new strategies and programs that prevent, diminish, or eliminate barriers to equal opportunity employment.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency’s FY2022 Diversity & EEO Plan.
Report on agency complaints of workplace sexual harassment, including number of complaints filed, resolved, substantiated or not substantiated and closed before a final determination.
The document contains a summary description of activities and initiatives related to the Workforce, Workplace and Community goals that were listed in the agency’s FY2022 Diversity & EEO Plan.
The document contains a summary description of activities and initiatives related to the Workforce and Community goals that were listed in the agency’s FY2022 Diversity & EEO plan.
The document contains a summary description of activities and initiatives related to the Workforce and Community goals that were listed in the Agency’s FY2022 Diversity & EEO Plan.
Quarterly Equal Employment Opportunity and Diversity Plan Implementation, 4th quarter 2022.
The report is a quarterly assessment the agency’s employment practices, policies and programs to ascertain whether there are any barriers to equal employment opportunity within the agency.
The Comptroller’s Office is committed to maintaining a workplace that preserves fair employment practices and reflects the community in which we work and live. Described are key initiatives and accomplishments that that the agency undertook last fiscal year (2021).
The Comptroller's Office is committed to maintaining a workplace that preserves fair employment practices and reflects the community in which we work and live.
Fiscal Year 2022 Quarter 3 Report outlining the NYC Conflicts of Interest Board’s progress in implementing the goals of its annual Diversity and EEO Plan and participation in training classes to develop agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
Fiscal Year 2022 Quarter 2 Report outlining the NYC Conflicts of Interest Board’s progress in implementing the goals of its annual Diversity and EEO Plan and participation in training classes to develop agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
Fiscal Year 2022 Quarter 1 Report outlining the NYC Conflicts of Interest Board’s progress in implementing the goals of its annual Diversity and EEO Plan and participation in training classes to develop agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
Annual plan detailing the agency’s EEO-related accomplishments; review and analysis of workforce composition; and EEO, diversity, inclusion, and equity initiatives for fiscal year 2022.
Fiscal Year 2022 Quarter 4 Report outlining the NYC Conflicts of Interest Board’s progress in implementing the goals of its annual Diversity and EEO Plan and participation in training classes to develop agency staff in the areas of equal employment, diversity, civil rights, inclusion, etc.
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.
The NYC Board of Correction's FY 2021 Diversity Equity Inclusion and EEO Plan. This plan affirms the Board's commitment to the providing an inclusive workplace.
The Department of Design Construction is committed in supporting the growth of Minority and Women-owned Business Enterprises. The NYC Department of Design & Construction's compiles with LOCAL LAW 1 / NYC Administrative Code section 6-129 as amended.
The DDC’s Quarterly Diversity and EEO Report describes the accountability of work planning and development. Enhancing the equal treatment of workforce planning for all Agency employees.
The DDC FY'2022 Diversity and EEO Training Summary for the accountability for the culture, development, enhancement and equal treatment of compliances for all Agency employees.
The DDC FY'2022 Diversity and EEO Plan is a report of accountability for the culture, development, enhancement and equal treatment of all Agency employees. The strive for the excellent leadership is represented by DDC professionals ensuring the dedication of diversity for all employees.
These forms are cumulative and intended to retain information for the entire FY 2022. For Q2, Q3 and Q4 use previous quarter’s submission to update, retaining all information for the prior quarters for the DDC Diversity and EEO Plan,
The NYC Department of Design & Construction is committed in enforcing the rights and protection for all employees. The development of EEO Policy and NYC Human Rights Laws are important for the equal treatment as well as to strive for the greatest diversity in the workplace of the agency.
The reports are a requirement by DCAS and the Equal Employment Practices Commission that illustrate the initiatives NYCEM is taking to ensure a diverse and equitable agency/human capital along with statistics of EEO related training employees have taken.
The reports are a requirement by DCAS and the Equal Employment Practices Commission that illustrate the initiatives NYCEM is taking to ensure a diverse and equitable agency/human capital along with statistics of EEO related training employees have taken. Confidential information has been redacted.
The agency's annual Diversity and Equal Employment Opportunity plan details the steps taken to promote diversity and inclusion at New York City Emergency Management.
The reports are a requirement by DCAS and the Equal Employment Practices Commission that illustrate the initiatives NYCEM is taking to ensure a diverse and equitable agency/human capital along with statistics of EEO related training employees have taken. Confidential information has been redacted.
The reports are a requirement by DCAS and the Equal Employment Practices Commission that illustrate the initiatives NYCEM is taking to ensure a diverse and equitable agency/human capital along with statistics of EEO related training employees have taken.
For Year 2022 Agency Quarterly Diversity and EEO report for the 1st quarter (July-September) Also Excel spreadsheet of the Diversity and Training Summary.
For Year 2022 Agency Quarterly Diversity and EEO report for the 2nd quarter (October-December) Additionally Excel spreadsheet of the Diversity and Training Summary.
A report on the agency's efforts during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual plan) of Section 815(a), including details of agency's efforts to implement equal employment practices,
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.
Attached please find the following EEO documents regarding FISA-OPA’s 2nd Quarter of Fiscal Year 2022:
• FISA-OPA Agency Quarterly Diversity and EEO report;
• FISA-OPA Diversity and EEO Training Summary report.
FISA-OPA COVER MEMOS, FISA-OPA AGENCY QUARTERLY DIVERSITY AND EEO REPORT AND FISA-OPA DIVERSITY AND EEO TRAINING SUMMARY REPORT FOR THE FIRST QUARTER OF FISCAL YEAR 2022.
Report on the department's expenditures on recruiting candidates for firefighter civil service examination and promotion to firefighter civil service examination, a list of the recruiting events in which the department has participated as well as preparatory materials.
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.
Report on the department's efforts to recruit and retain candidates for the firefighter civil service examination and promotion to firefighter civil service examination, such as through training and mentorship programs, recruitment events, and preparatory materials.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
A report on the Agency’s efforts to implement equal employment practices, including statistical information on total employment and which will enable the Agency to provide fair and effective equal opportunity employment for all.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.
Report on efforts to implement the plan, including details of agency's efforts to ensure equal employment practices. Includes, but not limited to statistical information regarding total employment & efforts to provide fair and effective equal opportunity employment. Note: includes DHS & HRA.