A report on NYCERS' efforts during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual plan) of Section 815(a), including details of NYCERS' efforts to implement equal employment practices.
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 Law Department Annual Plan for Diversity, Equity, Inclusion and Equal Employment Opportunity Plan for Fiscal Year 2022 sets forth the goals, initiatives and achievements of the agency in these areas.
Report details annual activities of the Commission to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter, and the effectiveness of city agencies' affirmative employment efforts.
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.
DIVERSITY AND EQUAL EMPLOYMENT OPPORTUNITY PLAN for DVS that supports the diversity, equity, and inclusion initiatives at the agency by
observing EEO mandates and working with dedication to attain agency goals that all agency staff must be compliant with.
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. Published pursuant to Section 815(a) of the New York City Charter.
Quarterly Diversity and Equal Employment Opportunity Report for the Department of Small Business Services, First Quarter of Fiscal Year 2022 (July 1, 2021 - September 30, 2021)
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.
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, including statistical information regarding total employment
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 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
This report contains data and information regarding the agency's implementation of diversity, equity, inclusion and equal employment opportunity programs and initiatives.
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.
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
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 the agency's effort during the previous
quarter to implement the plan adopted pursuant to paragraph 19 (annual
plan) of Section 815(a), including details of agency's effort to implement
equal employment practices.
A report on the agency's effort during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual
plan) of Section 815(a), including details of agency's effort to implement equal employment practices.
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
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.
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.
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.
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.
A report on the agency's efforts during Q2 of FY2022 to implement equal employment practices and facilitate understanding of an agency's efforts to provide fair and effective equal opportunity employment for minority group members, women and members of other groups.
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 New York City Charter provides that each agency head must ensure that his or her agency does not discriminate against employees or applicants for employment in any manner prohibited by federal, state, and local law.
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.
A report on OLR's efforts during the previous quarter to implement the annual EEO Plan required by Charter Section 815(a), including details of agency's efforts to implement equal employment practices. Includes statistical information on various EEO-related indicators.
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 NYCERS' efforts during the previous quarter to implement the plan adopted pursuant to paragraph 19 (annual plan) of Section 815(a), including details of NYCERS' efforts to implement equal employment practices.
Quarterly Diversity, Equity, Inclusion and Equal Employment Opportunity Plan (DEI-EEO) for Fiscal Year 2022 Quarter 2 for the Special Commissioner of Investigation for the NYC School District (SCI)
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.
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.
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 includes the number of employees assigned to each fire company and special operations unit, by gender and race or ethnicity, and the number of employees who reside within the immediate service area of each fire company, by gender and race or ethnicity.
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 document summary 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 and EEO plan.
Landmark Preservation Commission - FY 2022- Q2- EEO Plan implementation- description and training report.
Period- October, November, December 2021.
Progress on EEO and Div. Plan implementation during second quarter.
Training- Graph showing training completed during second quarter.
EEO personnel
For Year 2022 Agency Quarterly Diversity and EEO report for the 1st quarter (July-September) Also Excel spreadsheet of the Diversity and Training Summary.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
Agencies are required to establish measures and programs to ensure a fair and effective affirmative employment plan. In accordance with Section 815(a)(20)(i), the head of each city agency shall quarterly publish a report on the agency's efforts during the previous quarter to implement the plan.
A report on the agency's efforts during Q1 of FY2022 to implement equal employment practices and facilitate understanding of an agency's efforts to provide fair and effective equal opportunity employment for minority group members, women and members of other groups.
HPD works to build a more equitable and inclusive Agency to attract, engage and hire diverse talent from a range of backgrounds that includes: college,university and high school recruitment, paid internships and reexamines hiring practices and policies.
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.
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.
This is the Law Department Annual Plan for Diversity, Equity, Inclusion and Equal Employment Opportunity Plan for Fiscal Year 2021. This plan sets forth the goals, initiatives and achievements of the agency in these areas.
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.
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.
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 Diversity, Equity, Inclusion and Equal Employment Opportunity Plan (DEI-EEO) for Fiscal Year 2022 for the Special Commissioner of Investigation for the NYC School District (SCI)
Mayor Bill de Blasio today announced, in advance of legal workplace protections that go into effect in 2022, a series of additional efforts to support and improve the health, safety and working conditions for the city’s 65,000+ delivery workers.
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).
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.
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.
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).
Landmark Preservation Commission - FY 2022- Q1- EEO Plan implementation- description and training report.
Period- July, August, September, 2021.
Progress on EEO and Div. Plan implementation during first quarter.
Training- Graph showing training completed during first quarter.
EEO personnel report.
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 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.
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 OLR's efforts during the previous quarter to implement the annual EEO Plan required by Charter Section 815(a), including details of agency's efforts to implement equal employment practices. Includes statistical information on various EEO-related indicators.
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.
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.