Equal Employment Opportunity
The State of California is an equal opportunity employer to all, regardless of the protected categories identified by the Fair Employment and Housing Act.
All state departments have an affirmative duty to take reasonable steps to prevent and promptly address discrimination and harassment in the workplace. Departments are responsible for integrating equal employment opportunity into every aspect of human resource management policies and practices in the recruitment, examination, selection, training, and advancement of employees.
Government Code Section 19792 requires the California Department of Human Resources (CalHR) to “provide statewide leadership, coordination, technical guidance and enforcement regarding efforts to fully achieve equal employment opportunity and non-discriminatory employment practices within the state civil service.”
Employment Discrimination
Employment discrimination is prohibited by law.
Each state department has an obligation to actively prevent unlawful discrimination, and to take immediate and effective action to eliminate it when it is discovered. This includes administering non-discrimination policies and procedures and a discrimination complaint filing process. Each department’s Equal Employment Opportunity (EEO) Officer is responsible for administering the EEO program and for assisting department employees with civil rights issues, including discrimination complaints.
CalHR’s Equity and Accessibility Management Services Division (EAMSD) does not have the authority to receive or investigate discrimination complaints. State employees may file discrimination complaints with one or all of the following civil rights regulatory agencies:
- Their department EEO Officer.
- California Civil Rights Department (CRD) www.calcivilrights.ca.gov.
- United States Equal Employment Opportunity Commission (EEOC) www.eeoc.gov.
The Role of the EEO Officer
Each state department is responsible for implementing non-discrimination policies, procedures and practices and ensuring they are integrated into every aspect of employment. The appointing power of each department shall appoint, at the managerial level, an EEO Officer whose primary role is to objectively monitor and assess agency personnel policies and practices, recommend administrative changes to prevent discrimination, and to continuously facilitate EEO.
Relevant Resources:
- CalHR Human Resources Manual – The Role of the EEO Officer
- CRD – California Law Prohibits Workplace Discrimination and Harassment
- CRD – California Protects the Civil Rights of LGBTQ+ People
- CRD – Discrimination Complaint Intake Form for State Agencies
- CRD – Sexual Harassment Prevention Training
- CRD – The Rights of Employees Who are Transgender or Gender Nonconforming
- Statewide EEO Officer Roster
Department Disability Advisory Committees
Government Code Section 19795(b) requires each department to establish a Disability Advisory Committee (DAC). The purpose of the DAC is to advise the departmental director of issues of concern to the department’s employees with disabilities.
Statewide Disability Advisory Council
The Statewide Disability Advisory Council (SDAC) was established to assist departments in maintaining their respective DACs. SDAC helps departmental DACs by sharing ideas for improving the representation of state employees with disabilities, and how to have an effective DAC. SDAC serves as an advisory council to CalHR to help California State government increase and improve employment opportunities for people with disabilities.
Co-Chairs
Bobby Dutta
Alex Pineda
For more information about SDAC or to request SDAC documents, please contact Bobby Dutta, SDAC Co-Chair via email or at 916-768-1800.
CalHR SDAC Presentations
Workplace Conflict and Mediation
Conflict in the workplace is inevitable; how it is addressed and managed requires proper oversight with relevant solutions to diminish disruption and bring about harmony in the work environment. At times two or more parties are faced with issues not easily resolved without assistance. Swift and effective intervention is key to de-escalate growing tensions among employees. The success of conflict resolution rests in large part on managers and supervisors knowing what actions to take and having access to helpful resources when disputes arise.
Please visit the Workplace Conflict and Mediation webpage for a list of resources.
Legal Authority and References
Persons with Disabilities: Government Code Sections: 19232, 19233( c), 19234, 19795; can be found at: leginfo.legislature.ca.gov under Government Code.
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