The Law Department's Quarter 4 Report for Fiscal Year (FY) 2024 is a cumulative report reflecting the agency's programs, initiatives, and accomplishments in FY 2024.
The Office of the Mayor, Quarter 4 FY 2024 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates and measures the progress of goals, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for FY 2024.
The Mayor’s Office Quarter 3 FY 2024 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the fiscal year at the end of each fiscal quarter.
The Mayor’s Office Diversity, Equity, Inclusion and Equal Employment Opportunity (DEI-EEO) Plan for Fiscal Year 2024 establishes, and measures programs, initiatives, and trainings tailored to the agency’s mission, operations, and workforce. (Uploaded after GPP site technical issues were resolved.)
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 Mayor’s Office Quarter 2 FY 2024 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Fiscal Year 2024 Annual DEI-EEO Plan.
I. Agency Name and Agency Language Access Coordinator
New York City Business Integrity Commission
Language Access Coordinator: Christy Capolongo, Deputy Director of Licensing
The bill is part of a wave of efforts around the country to confront
the lasting impact of institutional racism on Black families’ ability
to achieve economic security and build wealth
The Mayor’s Office Quarter 1 FY 2024 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
Reminders and Requests:
● Please fill out all identifying information on lines 8, 12 and 13.
● Please do not input information in Pink-shaded cells.
● Enter quarterly training completions in Columns B, C, D, E for Q1, Q2, Q3, and Q4, respectively.
● Do not change the formatting and layout of the
The Mayor’s Office Quarter 4 FY 2023 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Mayor’s Office Quarter 3 FY 2023 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Mayor’s Office Quarter 2 FY 2023 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Mayor’s Office Quarter 2 FY 2023 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Report provides details of our annual efforts to fulfill crucial mandates pursuant to Chapter 36 Section 831 (d) of the New York City Charter and Local Law 13 of 2019 mandates requiring annual reports on underutilization in the City’s municipal workforce.
The Mayor’s Office Quarter 1 FY 2023 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Mayor’s Office Diversity, Equity, Inclusion and Equal Employment Opportunity (DEI-EEO) Plan Fiscal Year 2023 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
The focus of this report is an analysis of underutilization of women and Black/Hispanic/Asian individuals in seven commonly known competitive civil service job titles that constitute a sizeable portion of New York City’s municipal workforce.
The Mayor’s Office Quarter 1 FY 2022 Diversity and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the FY 2022 Annual EEO Plan.
The Mayor’s Office Quarter 4 FY 2022 Diversity and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the FY 2022 Annual EEO Plan.
The Mayor’s Office Quarter 2 FY 2022 Diversity and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the FY 2022 Annual EEO Plan.
The Mayor’s Office Quarter 3 FY 2022 Diversity and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the FY 2022 Annual EEO Plan.
The Mayor’s Office Diversity and Equal Employment Opportunity (DEEO) Plan Fiscal Year 2022 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
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 New City Department of Probation's quarterly report describing efforts to promote equity and inclusion and to foster a positive non discriminatory work environment for the agency's staff.
On the final day of Black History Month, Mayor Eric Adams highlights efforts to provide more opportunities to Black, Indigenous, and people of color, as well as women, as New York seeks to rebuild the economy and recover from COVID-19.
In the first nine months of its two-year mandate to identify and root out structural racism, the Commission has delivered three landmark ballot proposals that, if adopted, would be among the most broad, structural racial equity laws in the country.
The NYC Racial Justice Commission, the first of its kind in the nation, unanimously approved its final report outlining three landmark ballot proposals intended to advance racial equity and dismantle structural racism in the City’s Charter. New York City residents will vote on these proposals.
The New York City Racial Justice Commission invites all New Yorkers to get involved in NYC for Racial Justice, the final phase of public engagement to help inform the Commission as it finalizes broad.
Mayor de Blasio today announced the largest step of any city in American history toward providing affordable broadband for all. New York City will be the first city in the nation to reverse the digital redlining that has left communities of color disconnected.
HPD is working to build a more equitable and inclusive Agency to attract, engage and hire diverse talent from a range of background, experience and perspectives,
by recruiting from universities, cultivate early talent high schools, increase paid internships, reexamine hiring practices and policies.
The Mayor of New York City establishes the Task Force on Racial Inclusion and Equity which will propose non-binding recommendations and reports regarding fairness and equity in neighborhoods with equity burdens that have been disproportionally affected by Covid-19.
The Office of the Mayor, Quarter 4 FY 2021 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
The Mayor’s Office Diversity and Equal Employment Opportunity (DEEO) Plan Fiscal Year 2021 establishes measures, programs, actions, initiatives, and trainings tailored to the agency’s mission, function, structure, operations, workforce, and organizational environment.
This EEO Quarterly Report includes A Commitment and Accountability Statement by the Agency Head, A Recognition and Accomplishments Section, A Workforce Development Section, A Diversity, Inclusion and Equity Initiatives Section.
The Office of the Mayor, Quarter 3 FY 2021 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
Transcripts of the NYC Racial Justice Commission Public Meetings beginning from April to December 2021. Public meetings are also recorded and available on YouTube. Search NYC Racial Justice Commission on YouTube.
The Office of the Mayor Quarter 2 FY 2021 Diversity, Equity, Inclusion and Equal Employment Quarterly Report evaluates the progress of measures, actions, programs, initiatives, trainings, and activities described in the Annual DEI-EEO Plan for the same fiscal year at the end of each fiscal quarter.
This is the Agency Quarterly EEO Report, This Quarterly Report includes a Commitment and Accountability Statement by the Agency Head, A Recognition and Accomplishments Section, A Workforce Review Section, A Diversity, Inclusion and Equity Initiatives Section, and A Recruitment and Training Section.
Press releases are designed to inform the public of an upcoming/ongoing emergency or special event. Some emergencies include coastal storms, winter weather and extreme heat. Releases also highlight special events including Ready New York presentations and other community preparedness initiatives.
Mayor Bill de Blasio announced the appointment of seven new members to the City’s Minority- and Women-owned Business Enterprises (M/WBE) Advisory Board, a board of business owners and community advocates who have a long history advancing opportunities for minority and women entrepreneurs.
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.