The Office of Equal Employment Opportunity (EEO) advises DFC leadership on EEO operations as well as manages and oversees the development of pro-active strategies aimed at increasing the representation of minorities, women, and persons with disabilities in DFC's workforce.

EEO Staff

Chief Diversity Officer and EEO Director
Neonu Jewell
202.964.3151 (O) 771.201.8368 (M)

Deputy EEO Director
Craig Cassidy
202.787.9526 (M)
General EEO Inbox:

EEO Specialist
Ann Clark
202.699.6965 (M)

EEO Collateral Duty Counselors
Tanya Eldridge,
Matthew Pritchard,
Cindy Thomas,
Isaac Underwood,

EEO Policy Guidance


Complaints Management/Filing an EEO Complaint

What is Equal Employment Opportunity?

Equal Employment Opportunity is fair treatment in employment, promotion, training, and other personnel actions without regard to race, color, religion, sex, age, national origin, and physical or mental disability. To make sure that all Federal employees and applicants for employment with the Federal Government are provided this opportunity, certain laws and regulations were issued containing the legal basis for EEO programs in Federal agencies. One of the main misconceptions of EEO is that EEO is only for selected groups. EEO is for everyone: it's the law!

What Is an EEO Complaint?

It is an allegation of discrimination because of race; color; religion; sex, (including pregnancy, sex stereotyping, gender identity, and/or sexual orientation); national origin; disability (mental and/or physical); age (40 or older); genetic information (including family medical history); status as a parent; marital status; political affiliation; or reprisal/retaliation based on previous EEO activity. The complaint may arise from a specific personnel action, such as employment, promotion, work assignment, selection for training, disciplinary action, or separation, or it may relate to prevailing conditions in an organization.

Who May File an EEO Complaint?

A complaint of discrimination may be filed by an aggrieved applicant or any current/former employee or group of employees. The aggrieved individual has the right to be represented at all stages of the process.

What Do I Do If I Have a Complaint?

Any DFC employee or applicant for employment who believes they have been subjected to discrimination or harassment based on one or more of the above-mentioned protected categories should contact the Office of Equal Employment Opportunity (EEO) at or (202) 699-6965 within 45 calendar days of the alleged discriminatory action or incident. For additional information on the Federal EEO process, please visit this link.

Reasonable Accommodation

DFC is dedicated to enhancing its recruitment, promotion, and retention of qualified persons with disabilities by providing the information and resources necessary to support them and to accomplish the agency’s mission. To implement the requirements of the Rehabilitation Act of 1973, as amended, the agency is committed to providing timely and effective reasonable accommodations and/or personal assistance services (PAS) to known physical or mental limitations of individuals (employees and job applicants) who meet the statutory definition of a qualified individual with a disability, unless to do so would cause undue hardship to the agency.

Frequently, it’s necessary for employers to make a workplace accommodation for qualified individuals with a disability (IWDs), if requested and appropriate. Reasonable accommodations can apply to job duties and/or where and how job tasks are performed. A reasonable accommodation should make it easier for the employee to successfully perform the duties of the position.

What is a Reasonable Accommodation?

A reasonable accommodation is any modification or adjustment to a job, an employment practice, or the work environment that makes it possible for a qualified individual with a disability to enjoy equal employment opportunities.

What is PAS?

PAS are services that help individuals with targeted disabilities who require assistance to perform basic activities of daily living, like eating, using the restroom, etc. The individual with targeted disabilities must be able to perform the essential functions of the job once PAS and any required Reasonable Accommodations have been provided.

DFC Reasonable Accommodation/Personal Assistance Services Policy

DFC Reasonable Accommodation/Personal Assistance Services Request Form

For additional information, please email or

Anti-Harassment Program

The Anti-Harassment Program ensures a safe place for our workforce where employees can report harassing conduct and inappropriate behavior. The purpose of the program is to provide an expedited process for reviewing allegations of harassing conduct, stopping further incidents of harassment, and providing recommendations for taking corrective action, where appropriate.

Our Commitment

DFC is committed to maintaining a work environment that is inclusive, respectful, and free from harassing behaviors for its employees, contractors, volunteers, visitors, interns, and customers. DFC will not tolerate harassment of any kind.

DFC Harassment Policy

Reporting Violations

All DFC employees are strongly encouraged to report misconduct, including discrimination or harassing behavior. Supervisors, volunteer coordinators, CORs, and management officials must immediately report harassing conduct, or allegations of harassing conduct by others to their supervisor or a manager in their chain of command, any member of Senior Leadership, the Union, Work and Labor Relations, and/or the EEO Director. Failure to report an incident of harassment may result in administrative action, including disciplinary action.

EEO-Related Reports


On May 15, 2002, President Bush signed into law the Notification and Federal Employee Anti-Discrimination and Retaliation (No FEAR) Act to increase federal agency accountability for acts of discrimination or reprisal against employees. The No FEAR Act became effective October 1, 2003.

The Act requires that federal agencies post on their websites certain summary statistical data relating to equal employment opportunity complaints filed against the respective agencies.

For questions concerning this data, please contact the Office of Equal Employment Opportunity at

FY2023 No FEAR Act Data

FY2024 No FEAR Act Data

Affirmative Action Plan for Persons with Disabilities

Under 29 C.F.R. §1614.203(e), federal agencies must report to the Equal Employment Opportunity Commission their affirmative action plan for persons with disabilities and persons with targeted disabilities, and describe how their plan will improve the recruitment, hiring, advancement, and retention of these individuals.  


The Management Directive 715 (MD-715) was issued by the Equal Employment Opportunity Commission (EEOC) on October 1, 2003. The MD-715 contains policy guidelines and standards for establishing and maintaining effective affirmative employment programs. It requires agencies to take appropriate steps to ensure that policies, practices, and procedures are conducted in a discrimination free manner for employees and applicants.

The MD-715 calls for periodic agency self-assessments and the identification and elimination of barriers that prevent equal employment opportunities in the workplace. Additionally, the MD-715 requires DFC to work toward meeting the six essential elements of a model EEO program:

  • Demonstrated Commitment from Agency Leadership
  • Integration of EEO into the Agency's Strategic Mission
  • Management and Program Accountability
  • Proactive Prevention of Unlawful Discrimination
  • Efficiency
  • Responsiveness and Legal Compliance

FY 2023 MD-715 Annual Report for DFC