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 FY2019 Diversity & EEO Plan.
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 FY2019 Diversity & EEO Plan.
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 FY2019 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.
The City of New York is legally mandated to submit the federal EEO-4 report every two years, which is mandated from all jurisdictions with 15 or more employees by Title VII of the Civil Rights Act as amended by the Equal Employment Opportunity Act of 1972.
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, and which help jurisdictions to establish benchmarks.
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, and which help jurisdictions to establish benchmarks.
Summary completions from DCAS provided trainings towards compliance for material trainings. These trainings relate to EEO, and Diversity and Inclusion for NYC employees.
The document contains a summary description of activities related to the Workforce, Workplace and Community goals that were listed in the agency's FY2024 Diversity & EEO Plan.
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.
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.
2nd Quarter (October – December), due January 30, 2024. 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).
1st Quarter (July -September), due November 17, 2023. 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).
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.
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.
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.
Fiscal Year 2023 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.
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.
Uniform quarterly reports required by subdivision i of section eight hundred fifteen. Such format shall provide for the presentation of statistical information regarding total employment, including provisional, seasonal
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.
This is the Queens County District Attorney's Office (QCDA) EEO/DEI report for the 3rd Quarter of FY2023. QCDA is proud of the diversity in its workplace and strives to continuously improve its employment and equal opportunity practices and procedures.
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.
A uniform format to be utilized by all city agencies in the preparation of the quarterly reports required by subdivision i of section eight hundred fifteen. Such format shall provide for the presentation of statistical information regarding total employment, including provisional, seasonal
FY 2023 Agency Quarterly Diversity, Equity, Inclusion and EEO Report The Report Includes a Commitment and Accountability Statement by the Agency Head, A Recognition and Accomplishments Section, A Workforce Review and Analysis, and A List of EEO, Diversity, Inclusion and Equity Initiatives.
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.
Pursuant to the Local Law 27 requirements and the instructions from DCAS re: the queries for preparing the LL27 Reports, please see resultant data applied to the submitted publication, DCAS_FISA&OPA_LL27 Template (Excel Format)_Tables A_to_E_Completed_01-03-2024.xlsx
This is the first quarter Fiscal Year 2023 Quarterly Diversity, Equity, Inclusion and EEO Report being submitted by DYCD, as required by Local Law 12 of 2019.
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.
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.
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.
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.
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.
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.
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 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.
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.
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 fair and effective affirmative employment report 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.
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.
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
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 fair and effective affirmative employment report to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
Quarterly fair and effective affirmative employment report to provide equal employment opportunity for minority group members and women who are employed by, or who seek employment with, the agency.
Quarterly report by DFTA of Diversity and Equal Employment Quarterly Report. It includes reporting on recognition and accomplishments, workforce review, and initiatives.
This is the Q2 FY 2024 DEI-EEO Report, Narrative and Training Summary for FISA-OPA. For Q2 these reports contain the goals, programs, and initiatives from the agency's FY 2024 Annual DEI-EEO plan.
FISA-OPA Q2 FY 2023 DEI-EEO Status Report, Narrative-Part 1 and Training Summary-Part 2. The City’s EEO Policy, Section V. B., mandates that quarterly agency reports must be submitted no later than thirty (30) days following the reporting period.
This is a Q1 FY2024 status report of FISA-OPA's DEI-EEO initiatives and activities. It includes a comprehensive and detailed plan that meets the requirements of the City Charter and the NYC EEO Policy, for which it can be properly and realistically implemented in the current fiscal year 2024.
The document contains the 1st quarter FY 2023 status of activities and progress regarding Diversity, EEO-related and Equity-focused initiatives and programs.
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.
This report contains FISA-OPA's DEI and EEO-related programs and initiatives for FY 2024. It includes a comprehensive and detailed plan that meets the requirements of the City Charter and the NYC EEO Policy, for which it can be properly and realistically implemented in the current fiscal year 2024.
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.
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.
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.
Executive Order No. 22, dated August 15, 2022, relates to The Office of Talent and Workforce Developments' new mission and structure to take effect immediately.
NYC is committed to a program of economic development that preserves the diversity that is fundamental to the City's prosperity and that prioritizes the creation of jobs that pay no less than a Living Wage and serve as gateways to the middle class.
The Mayor of NYC establishes the Commission on Gender Equity. The Commission will consist of a Chair and no fewer than thirty members and one or more Honorary Members, all of whom will be appointed by the Mayor.