EEO for Supervisors and Managers (EEOP8101)

EEO for Supervisors and Managers

EEO for Supervisors and Managers


Enhance your performance as a federal supervisor by understanding your role, responsibilities, and obligations in recruiting and maintaining a diverse workforce and in addressing and preventing discrimination, retaliation and all forms of harassment. Learn what you need to know to be able to meet your EEO-related performance standards.

Who Should Attend?

Federal supervisors, managers and team leaders, including military personnel who supervise civilian employees.




1.2 CEU's

Class Type:

Learning Outcomes:

  • Define management's role and responsibility in the EEO program
  • Consider the impact of EEO laws when making decisions
  • Take appropriate action when an EEO complaint is filed
  • Recognize and implement sound practices that support EEO objectives
  • Use the Special Emphasis Program to achieve EEO objectives
  • Define, identify and take appropriate action in sexual harassment cases
  • Demystify the affirmative action program
  • Discuss proper job interview questions

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Day one of two

  • Introduction
    • Course objective
    • Agenda
    • Administrative Issues
  • Managing Diversity
    • Individual barriers
    • Organizational barriers
    • U.S. values and values held by other cultures
    • Strategy for managing a multicultural workplace
  • EEO Laws Regulations and Policies
    • The Equal Pay Act of 1963
    • Title VII of the Civil Rights Act of 1964
    • The Age Discrimination in Employment Act of 1967
    • The Rehabilitation Act of 1973
    • The Vietnam Era Veterans Readjustment Act of 1974
    • 29CFR 1607: UGESP of 1978
    • Civil Service Reform Act of 1978
    • Prohibited Personnel Practices
    • Merit System Principles
    • 5CFT 7201: Federal Equal Opportunity Recruitment Program
    • Americans with Disabilities Act of 1990
    • 29 CFR 1614: EEO in Federal Government
  • Defining Protected Groups
    • Defining the classes covered by EEO laws
    • Four traditional classification schemes
    • Definitions for "Protected Groups"
    • Definition of "Handicapped Person"
    • Definition of "Religious Discrimination"
    • Definition of reprisal


Day two of two

  • Sexual Harassment
    • Defining of sex discrimination
    • Guidelines on Sexual Harassment
    • Implications and Review of Meritor v. Vinson
    • Identifying sexual harassment
    • Talking with the alleged harasser
    • Talking to witnesses
    • Personnel Behavior Checklist
    • EEO Case Study
  • Legal Considerations
    • U.S. court system
    • Burden of proof defenses
    • Types of judicial relief
  • EEO Responsibilities of Management
    • EEO responsibilities of supervisors and managers
    • Responsibilities in affirmative employment
    • Legal basis of affirmative action
    • Planning Ahead
    • Flexibilities in the Federal personnel system
    • Specific actions
  • EEO Programs
    • How the Special Emphasis Program fits into the EEO Program
    • FPM chapter references
    • What is the Federal Women's Program
    • Hispanic Employment Program
    • Facts on the Selective Placement Program
  • EEO Discrimination Complaints
    • The role of managers & supervisors in the complaint process
    • EEO complaint process
    • EEO procedures
    • Special procedures for grievances and appeals
    • Bases and issues alleged in formal complaints
    • EEO Case preparation in the federal sector
  • Safeguarding Against Discrimination
    • Considerations
    • Labor Relations and EEO interface
    • Selection procedures
    • Vacancy announcements
    • Ten commandments of interviewing
    • Hints for supervising employees equitably
    • What's legal?
  • Course Summary and Critique
    • Summary
    • Conclusion

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