EQUAL EMPLOYMENT OPPORTUNITY
DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age,
disability (physical/mental) and/or sexual orientation. Employees, former employees and applicants for employment
may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.
MILITARY EQUAL OPPORTUNITY
Military members have an equal opportunity to attain the highest level their ability will allow, without regard
to race, color, sex, religion or national origin. They are also protected against reprisal for filing
discrimination complaints or otherwise participating in the complaint process.
STRENGTH THROUGH DIVERSITY
DIA believes in strengthening national security by growing a workforce of diverse perspectives, developing
officers to have the attributes and abilities to meet today’s requirements and tomorrow’s challenges,
and engaging every officer in mission accomplishment to enhance all-source intelligence operations around the
world.
A diverse workforce is critical to improving and maintaining a competitive advantage. Focusing on diversity and
looking for ways to achieve an inclusive environment is not just a “nice to have” objective; it makes
good sense. Diversity improves the quality of DIA’s workforce and offers a higher return on investment in
human capital. DIA’s future depends on the quality of employees we recruit today.
DIA’s success depends on the skills of its diverse workforce and a shared commitment to executing the
defense intelligence mission. The Agency believes that every member of the workforce must have an equal
opportunity to excel in their career through improved training, mentoring and access to challenging work
opportunities. DIA also recognizes that a richly diverse workforce with a broad range of skills, capabilities and
perspectives is only achieved through thoughtful recruitment, development and retention activities. Discrimination
of any kind — based on race, color, religion, sex, national origin, age, disability (physical or mental),
sexual orientation, retaliation and/or genetic information — is prohibited.
DIA’s senior leaders are expected to take an active role in creating and sustaining a
non-hostile-discriminatory environment. Each officer is important to our mission, and we stand in unity as we face
the challenges of protecting our freedoms.
DIA is committed to establishing and maintaining a productive work environment based on inclusion, equality, team
building and the efficient use of employees’ experiences, perspectives and talents.
The other items are an overview of Agency diversity policies.
DIVERSITY MANAGEMENT
DIA reaffirms the importance of attracting, developing and retaining diverse officers who possess a thorough
understanding of other societies, cultures and languages. The Agency is committed to implementing diversity as a
powerful tool to build a workforce equipped to deal with current world challenges.
EQUAL OPPORTUNITY EMPLOYMENT
DIA provides equal employment opportunity regardless of race, religion, color, sex, national origin, age,
disability (physical/mental) and/or sexual orientation. Employees, former employees and applicants for employment
may file a discrimination complaint in accordance with 29th Code of Federal Regulation, Part 1614.
REASONABLE ACCOMMODATIONS IN THE WORKPLACE
The Agency is committed to being a model employer of people with disabilities. Personnel are required to attend
annual diversity training that address policies, procedures, practices and assistive technology. Reasonable
accommodation requests are made in accordance with the Rehabilitation Act of 1973, Title I of the Americans with
Disabilities Act, and 29th Code of Federal Regulation, Part 1614.
DIA Instruction
1020.002 Reasonable Accommodation of Qualified Individuals with Disabilities
Affirmative Action Plan 2019
WORKPLACE HARASSMENT
Employees are guaranteed the right to work in an environment free from unlawful workplace harassment and
retaliation. Reported incidents shall be investigated and resolved promptly at the lowest appropriate level.
PERSONAL ASSISTANT SERVICES
On January 3, 2017, the Equal Employment Opportunity Commission issued a final ruling amending the regulations
implementing Section 501 of the Rehabilitation Act of 1973. The amended regulations require Federal agencies, as
an affirmative obligation, to provide personal assistance services, absent undue hardship, to individuals who need
them because of their targeted disability, such as traumatic brain injury and paralysis. PAS provides assistance
with performing activities of daily living that individuals would typically perform if they did not have a
disability, such as eating and using the restroom. Agencies are only required to provide PAS when the individual
is working or on work-related travel. Employees requesting PAS shall notify their supervisor and the Equal
Opportunity and Diversity Office’s Reasonable Accommodation team at 202-231-8178 to initiate the process.
EQUAL OPPORTUNITY TRAINING
Employees are required to complete diversity training during their first year of employment. Annually, they are
required to attend a refresher course to reinforce awareness of equal opportunity in the workplace.
SPECIAL EMPHASIS PROGRAMS
Special emphasis programs are an integral part of the DIA Equal Opportunity Program. The programs ensure that
Federal agencies take affirmative steps to provide equal opportunity to women, minorities and people with
disabilities in all areas of employment. They focus special attention on groups that historically have been
conspicuously absent or underrepresented in a specific occupational category or grade level in the Agency’s
workforce. DIA’s special emphasis programs include: Asian American and Pacific Islander Program; African
American Program; Federal Women’s Program; Hispanic Empowerment Program; Lesbian, Gay, Bisexual, Transgender
Employment Program; Native American Program; and People with Disabilities Program. These programs serve as a
channel to management officials and their goals are to:
- Improve employment and advancement opportunities for minorities, women and people with disabilities in Federal
service.
- Identify systemic causes of discrimination against minorities, women and people with disabilities.
- Seek ways to help minorities, women and people with disabilities to advance by using their skills fully.
- Monitor the Agency’s progress in eliminating discrimination and adverse impact on minorities, women and
people with disabilities in employment and programs.
- Educate employees and managers about the extent of various forms of discrimination within the Federal service,
and their role in creating an environment that is free of discrimination and harassment.