BERS 1st quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace
Agency activities, recruitments and Trainings
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace
Agency activities, Recruitments and Trainings
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
BERS 3rd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace
Agency activities, Recruitments and Trainings
BERS 4th Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace
Agency activities, Recruitments and Trainings
BERS Q2 quarterly implementation plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy, and Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace.
BERS 3rd quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace
Core Diversity and EEO Trainings – All Modalities.
BERS quarterly implementation report on Plan to promote the values of diversity, equity, Inclusion, and respect for all, and increase employees’ familiarity with the EEO Policy. Implementation of Principal Strategies to enhance DEI and EEO.
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 3rd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 4th Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy & Implementation of Principal Strategies.
Workforce Review and Analysis, Workplace Goals.
Agency activities, Recruitments and Trainings.
BERS 1st Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, Including steps that were taken or considered to build an inclusive and sustainable pipeline for our agency.
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 3rd Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 4th Quarter Plan to Promote the values of DEI and respect for all and Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, and Race Relations.
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all, Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS 2nd Quarter Plan to Promote the values of DEI and respect for all, Increase employee’s familiarity with the EEO Policy &
Proactive Strategies to Enhance Diversity, EEO and Inclusion, WORKFORCE, WORKPLACE, COMMUNITY, RECRUITMENT, TRAINING…
BERS Annual Plan to Promote the values of Diversity, Equity, Inclusion, and respect for all, and Increase employees’ familiarity with the EEO Policy.
Implementation of Principal Strategies to enhance DEI and EEO in areas of Workforce, Workplace, Community, training, Hiring and promotion.
The Commission on Gender Equity 2018 Annual Report covers the twelve month period from January through December 2018 and presents the goals for January through December 2019.
The Commission on Gender Equity 2015-2017 Annual Report covers the thirty-one month period from June 2015 through December 2017 and presents the goals for January through December 2018.
The auditors found that CCHR complied with Local Law 25. CCHR’s website includes a translation feature at the top of the page for viewing text and essential information of the website in various languages, including the top 10 designated NYC LEP languages.
The auditors found that CCHR complied with Local Law 120 of 2020. CCHR developed the required anti-discrimination poster, also known as the Notice of Rights poster, which provides information on the forms of discrimination prohibited by the City Human Rights Law including age discrimination...
In FY 2021, 10,618 claims and lawsuits against New York City were resolved for $933.7 million.[2] Claims data is depicted in the composite bar graphs and further explained in the report.
This report, using focus group and survey results, documents the experiences of New York City’s home-based paid care workers in their own words, offering a bottom-up perspective that is often lacking in public policy debates.
This report, using focus group and survey results, details the concerns of New York City’s home-based paid care workers whose voices are too often unheard or disregarded by policymakers or by the wider public.
This report details emerging gaps in labor protections and offers policy solutions to these growing concerns. It summarizes the testimony of 110 workers given during a public hearing in April 2017.
This report details emerging gaps in labor protections and offers policy solutions to these growing concerns. It summarizes the testimony of 110 workers given during a public hearing in April 2017.
Paid care workers are workers who care for people in their homes and include home health aides, personal care aides, home attendants, nannies, caregivers, and house cleaners.
Paid care workers are workers who care for people in their homes and include home health aides, personal care aides, home attendants, nannies, caregivers, and house cleaners. DCA created this overview to help paid care workers know about important rights and resources.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
DCA created this overview to help paid care workers know about important rights and resources. The brochure in this language has not yet been updated and is intended to be used with the Important Updates for Workers palmcard for updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage.
The Important Updates for Workers palmcard is intended to provide updates to NYC’s Paid Safe and Sick Leave Law and Minimum Wage and to be used in conjunction with pre-printed materials with outdated information.
This report summarizes key findings from the Office’s work implementing the Freelance Isn’t Free Act in its first year. This law gives freelance workers the legal right to written contracts, timely payment, and freedom from retaliation.
A campaign to remind New Yorkers, especially those hailing from Muslim communities, that the City is committed to protecting the rights of all New Yorkers where they live, work and shop, and also offers a variety of services to those in need, regardless of immigration status or ethnicity.
The report highlights voids in labor protections experienced by workers across the city, concrete and positive impacts that the City’s workplace laws are having on worker’s jobs and lives, and the strategies DCA deployed in 2018 to make critical progress. Includes requirements under LL 107/2017.
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.
The NYC Department of Design & Construction is committed to supporting and enforcing rights, EEO Policy as well as City & State Human Rights Law. The goal of the agency is to strive for diversity amongst the workforce and to create an openness of culture and cooperation.
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 Female Genital Mutilation and Cutting (FGM/C) Advisory Committee was established by Local Law 109 of 2021, and is chaired by The Mayor’s Office to End Domestic and Gender-Based Violence (ENDGBV). The advisory committee makes recommendations to decrease and eventually eliminate FGM/C in the NYC.
The Female Genital Mutilation and Cutting (FGM/C) Advisory Committee was established by Local Law 109 of 2021, and is chaired by The Mayor’s Office to End Domestic and Gender-Based Violence (ENDGBV). The advisory committee makes recommendations to decrease and eventually eliminate FGM/Cn the city.