[Federal Register: August 26, 2008 (Volume 73, Number 166)]
[
Notices]               
[Page 50324-50325]
From the Federal Register Online via GPO Access [wais.access.gpo.gov]
[DOCID:fr26au08-63]                         

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FARM CREDIT ADMINISTRATION



[BM-14-AUG-08-03]



 
Equal Employment Opportunity and Diversity



AGENCY: Farm Credit Administration.



ACTION: Policy statement.



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SUMMARY: The Farm Credit Administration (FCA or Agency), through the 

FCA Board (Board), has updated and reaffirmed at its regular August 

Board meeting a policy statement on equal employment opportunity and 

diversity. The policy statement provides guidance to management and 

staff on addressing affirmative employment and diversity, workplace 

harassment, the disabled veterans affirmative action program, and the 

delineation of responsibilities for implementing the Agency's equal 

employment opportunity and diversity programs.



DATES: Effective Date: August 14, 2008.



FOR FURTHER INFORMATION CONTACT: Jeff McGiboney, Equal Employment 

Opportunity Director, Farm Credit Administration, McLean, Virginia 

22102-5090, (703) 883-4353, TTY (703) 883-4056; or

    Jennifer Cohn, Senior Attorney, Office of General Counsel, Farm 

Credit Administration, McLean, Virginia 22102-5090, (703) 883-4020, TTY 

(703) 883-4020.



SUPPLEMENTARY INFORMATION: The text of the Board's policy statement on 

equal employment opportunity programs and diversity is set forth below 

in its entirety.



Policy Statement on Equal Employment Opportunity Programs and Diversity



BM-14-AUG-08-03



FCA-PS-62



    Effective Date: August 14, 2008.

    Effect on Previous Action: Updates FCA-PS-62 [BM-13-JUL-06-03] (71 

FR 46481, 8/14/2006) 7-13-06.

    Sources of Authority: Title VII of the Civil Rights Act of 1964, as 

amended (42 U.S.C. 2000e et seq.); Age Discrimination in Employment Act 

(29 U.S.C. 621 et seq.); Rehabilitation Act of 1973, as amended (29 

U.S.C. 721 et seq.); Equal Pay Act of 1974 (29 U.S.C. 206(d)); Civil 

Service Reform Act of 1978 (5 U.S.C. 3112); Notification and Federal 

Employee Antidiscrimination and Retaliation Act of 2002 (NO FEAR Act) 

(5 U.S.C. 2301); section 5.9 of the Farm Credit Act of 1971, as amended 

(12 U.S.C. 2243); Executive Order 11478 (Equal Employment Opportunity 

in the Federal Government), as amended by Executive Orders 13087 and 

13152 to include prohibitions on discrimination based on sexual 

orientation and status as a parent; Executive Order 13145 (prohibits 

discrimination in Federal employment based on genetic information); 

Executive Order 13166 (Improving Access to Services for Persons with 

Limited English Proficiency); 29 CFR part 1614; Equal Employment 

Opportunity Commission Management Directives.



Purpose



    The Farm Credit Administration (FCA or Agency) Board reaffirms its 

commitment to Equal Employment Opportunity (EEO) and Diversity (EEOD) 

and its belief that all FCA employees should be treated with dignity 

and respect. The Board also provides guidance to Agency management and 

staff for deciding and taking action in these critical areas.



Importance



    Unquestionably, the employees who comprise the FCA are its most 

important resource. The Board fully recognizes that the Agency draws 

its strength from the dedication, experience, and diversity of its 

employees. The Board is firmly committed to taking whatever steps are 

needed to protect the rights of its staff and to carrying out programs 

that foster the development of each employee's potential. We believe an 

investment in efforts that strongly promote EEOD will prevent the 

conflict and the high costs of correction for taking no, or inadequate, 

action in these areas.

    The Farm Credit Administration (FCA) Board Adopts the Following 

Policy Statement:

    It is the policy of the FCA to prohibit discrimination in Agency 

policies, program practices, and operations. Employees, applicants for 

employment, and members of the public who seek to take part in FCA 

programs, activities, and services will be treated fairly. FCA, under 

the appropriate laws and regulations, will:

     Ensure equal employment opportunity based on merit and 

qualification, without discrimination because of race, color, religion, 

sex, age, national origin, disability, sexual orientation, status as a 

parent, genetic information, or participation in discrimination or 

harassment complaint proceedings;

     Provide for the prompt and fair consideration of 

complaints of discrimination;

     Make reasonable accommodations for qualified applicants 

for employment and employees with physical or mental disabilities under 

law;

     Provide an environment free from harassment to all 

employees;

     Create and maintain an organizational culture that 

recognizes, values, and supports employee and public diversity and 

inclusion;

     Develop objectives within the Agency's operation and 

strategic planning process to meet the goals of EEOD and this policy;

     Implement affirmative programs to carry out this policy 

within the Agency; and

     To the extent practicable, seek to encourage the Farm 

Credit System to continue its efforts to promote and increase 

diversity.



Diversity and Inclusion



    The FCA intends to be a model employer. That is, as far as 

possible, FCA will build and maintain a workforce that reflects the 

rich diversity of individual differences evident throughout this 

Nation. The Board views individual differences as complementary and 

believes these differences enrich our organization. When individual 

differences are respected, recognized, and valued, diversity becomes a 

powerful force that can contribute to achieving superior results. 

Therefore, we will create, maintain, and continuously improve on



[[Page 50325]]



an organizational culture that fully recognizes, values, and supports 

employee diversity. The Board is committed to promoting and supporting 

an inclusive environment that provides to all employees, individually 

and collectively, the chance to work to their full potential in the 

pursuit of the Agency's mission. We will provide everyone the 

opportunity to develop to his or her fullest potential. When a barrier 

to someone achieving this goal exists, we will strive to remove this 

barrier.



Affirmative Employment



    The Board reaffirms its commitment to ensuring FCA conducts all of 

its employment practices in a nondiscriminatory manner. The Board 

expects full cooperation and support from everyone associated with 

recruitment, selection, development, and promotion to ensure such 

actions are free of discrimination. All employees will be evaluated on 

their EEOD achievements as part of their overall job performance. 

Though staff commitment is important, the role of supervisors is 

paramount to success. Agency supervisors must be coaches and are 

responsible for helping all employees develop their talents and give 

their best efforts in contributing to the mission of the FCA.



Workplace Harassment



    It is the policy of the FCA to provide a work environment free from 

unlawful discrimination in any form, and to protect all employees from 

any form of harassment, either physical or verbal. The FCA will not 

tolerate harassment in the workplace for any reason. The FCA also will 

not tolerate retaliation against any employee for reporting harassment 

or for aiding in any inquiry about reporting harassment.



Disabled Veterans Affirmative Action Program (DVAAP)



    A disabled veteran is defined as someone who is entitled to 

compensation under the laws administered by the Veterans Administration 

or someone who was discharged or released from active duty because of a 

service-connected disability.

    The FCA is committed to increasing the representation of disabled 

veterans within its organization. Our Nation owes a debt to those 

veterans who served their country, especially those who were disabled 

because of service. To honor these disabled veterans, the FCA shall 

place emphasis on making vacancies known to and providing opportunities 

for employing disabled veterans.



Responsibilities



    The Chairman and Chief Executive Officer (CEO) is ultimately 

responsible for developing and carrying out all EEOD requirements and 

initiatives in accordance with laws and regulations to fulfill 

diversity initiatives in approved program plans.

    To help in fulfilling these responsibilities the CEO, or designee, 

will fill the following positions:

     EEO Director and, as appropriate, EEO Coordinator(s);

     Special Emphasis Program Managers required by law or 

regulation;

     EEO Counselors; and

     EEO Investigators.

    Persons in these positions will perform their duties as specified 

by the CEO or designee and as required by law or regulation. The Head 

of each Agency office will provide to these persons on an as needed 

basis upon request from the EEO Director.

    The CEO or EEO Director may also establish standing committees to 

deal with specific issues as they arise.

    Adopted this 14th day of August 2008 by Order of the Board.



    Dated: August 14, 2008.

Roland E. Smith,

Secretary,Farm Credit Administration Board.

 [FR Doc. E8-19658 Filed 8-25-08; 8:45 am]

BILLING CODE 6705-01-P