Office of Equal Employment Opportunity: Reports

MD-715 Reports

Equal employment opportunity data posted pursuant to the Equal Employment Opportunity Commission

Pursuant to Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 and the Americans with Disabilities Act Amendments Act of 2008 (Pub. L. 110-325). Although MD-715 imposes specific affirmative employment requirements under Title VII and the Rehabilitation Act, agencies must also comply with the laws enforced by EEOC.

• EEOC Management Directive 715 Report (MD-715) 2023
• EEOC Management Directive 715 Report (MD-715) 2022
• EEOC Management Directive 715 Report (MD-715) 2021
• EEOC Management Directive 715 Report (MD-715) 2020
• EEOC Management Directive 715 Report (MD-715) 2019
• EEOC Management Directive 715 Report (MD-715) 2018
• EEOC Management Directive 715 Report (MD-715) 2017

No Fear Reports

462 Reports

Equal employment opportunity data posted pursuant to the No Fear Act

Equal employment opportunity data posted pursuant to the 462 Report

Each Federal Agency is required to track and monitor all EEO pre-complaints, formal complaint activity and Alternative Dispute Resolution (ADR) activity in accordance with the 29 C.F.R. 1614 and Management Directive 110 (MD-110). From these complaints the Office of Federal Operations (OFO) produces an Annual Report on the Federal Workforce. This data is collected from each agency in the Annual Federal Equal Employment Opportunity Statistical Report of Discrimination Complaints (EEOC Form 462).

• 462 Report FY 2024
• 462 Report FY 2023
• 462 Report FY 2022
• 462 Report FY 2021
• 462 Report FY 2020

Postings

• EEO has no required findings to be posted at this time.

Office of Equal Employment Opportunity: Policy Statements

The U.S. Department of Housing and Urban Development’s (HUD) EEO policy statements mandate equal opportunity for HUD employees, former employees, and applicants for employment. HUD prohibits discrimination in all aspects of the Department’s personnel policies, practices and operations. The Office of Departmental Equal Employment Opportunity (ODEEO) develops policy statements based on the guidance provided by our external regulators, the Equal Employment Opportunity Commission (EEOC), who have EEO program oversight responsibility for every federal agency according to Executive Order 12067.

Office of Equal Employment Opportunity: E-File A Complaint

Thank you for visiting the e-file page. Should you desire to start the Equal Employment Opportunity (EEO) complaint process, please click on the link https://HUD-EEOefile.entellitrak.com/

If you have questions about the process, please email EEO@hud.gov.

Office of Equal Employment Opportunity: Affirmative Action Plans

In accordance with 29 C.F.R. 1614.203(e)(2), agencies must post their affirmative action plan (AAP) on their public website and provide a means by which members of the public may request copies of the AAP in accessible formats.

Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities (MD-715 Part J)