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Equal Employment Opportunity

Data Posted Pursuant to the No Fear Act

The U.S. Office of Personnel Management (OPM) is committed to equal employment opportunity (EEO), in support of OPM's mission to lead and serve the Federal Government in enterprise human resources management by delivering policies and services to achieve a trusted effective civilian workforce.

Section 301 of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (the No Fear Act), requires each federal agency to post summary statistical data pertaining to complaints of employment discrimination filed against it by employees, former employees and applicants for employment under 29 C.F.R. Part 1614.

Get EEO Support

If you are a U.S. Office of Personnel Management (OPM) employee, former employee, or have applied for a job at OPM and you believe OPM has discriminated against you based on a protected category (race, color, national origin, religion, age (40 or older), disability, sex (including gender identity, sexual orientation, and pregnancy), genetic information (GINA), and reprisal/retaliation you have a right to file a complaint.

Filing an EEO Complaint

To file an EEO complaint, you must contact and initiate an informal EEO complaint with an EEO counselor. Employees and applicants must contact an EEO counselor within 45 calendar days of when the alleged incident occurred, or in the case of an alleged adverse personnel action, within 45 calendar days of the effective date of that action.

Step-by-Step Instructions

To file an EEO complaint at OPM:

  1. Contact an EEO Counselor at office number (202) 936-0359; send an email to; or visit 1900 E Street NW, Room 6452, Washington, D.C. 20415.
  2. The EEO Office will assign you an EEO Counselor. The EEO Counselor serves as a neutral party whose main role is to explore options for resolution of the issues involved.
  3. During counseling, the EEO Counselor will advise you in writing of your rights and responsibilities, explain the complaint process, and conduct a limited inquiry into the allegations presented. This inquiry may involve interviews with employees, management officials, or persons the Counselor determines may have some firsthand knowledge of the allegations. Counseling is normally completed within 30 calendar days.
    The period for counseling may be extended for an additional 60 calendar days upon the written request of the employee and the agreement of the servicing EEO office.
  4. In most cases, the EEO Counselor will give you the choice of participating either in EEO counseling or in an Alternative Dispute Resolution (ADR) program. OPM has selected mediation as its form of ADR. If resolution is not achieved, the Counselor plays a vital role in ensuring prompt and efficient processing of the discrimination complaint.

If a resolution is not made, you will be given a Notice of Right to File a Formal Discrimination Complaint. You must file with the OPM EEO office within 15 calendar days after your notice is received.

Alternative Dispute Resolution

ADR is a voluntary, informal, and confidential process used by the OPM EEO Office to try to resolve EEO complaints at the earliest possible opportunity.

In traditional administrative avenues, EEO resolutions are not determined by people in the conflict. ADR, by contrast, helps the parties involved in the complaint manage the conflict. ADR allows parties the opportunity to improve communication and reach mutually agreeable terms to resolve their issues and concerns.

How ADR Works

During the ADR process, a neutral mediator will facilitate a meeting and help all parties communicate clearly, consider creative ways to reach a resolution and explore realistic terms for resolution. The mediator does not make judgments or determinations on EEO cases; rather, they help the parties reach a mutually acceptable resolution.

Mailing Address 
U.S. Office of Personnel Management
Equal Employment Opportunity Office
1900 E Street, NW - Room 6452
Washington, DC 20415
(202) 936-0359
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