What We Do
The Office of Diversity and Inclusive Workforce Management advances the Service's mission by providing recommendations, guidance and consultation in the development and implementation of strategies to promote and maintain a diverse and inclusive workforce that thrives in an environment accessible to all and free of employment discrimination.
ODIWM has four overarching programs—Diversity and Inclusion, Targeted Recruitment, Equal Employment Opportunity Complaints and Compliance, and Public Civil Rights. The program also supports the Diversity Joint Venture, a public-private partnership strengthening the conservation workforce by increasing diversity, equity, and inclusion.
The Diversity Program supports the Service's goal to promote, cultivate, and sustain a diverse workforce and inclusive environment.
Special Emphasis Programs
Special Emphasis Programs address the unique concerns of women, minorities, persons with disabilities, and other protected classes in achieving equal opportunity in all employment and program delivery activities. They identify and assist in the removal of discriminatory practices and procedures and other barriers to equal opportunity. The programs also continually improve the hiring, training, retention, and promotion opportunities for all qualified individuals, sponsor special observance activities, conduct diversity training, and assist management in ensuring a highly skilled and diverse workforce.
January: Martin Luther King Jr. Birthday
February: National Black History Month
March: National Women's History Month
April or May: Holocaust Remembrance Day
May: Asian/Pacific Islander History Month
June: LGBTQ+ Pride Month
August: Women's Equality Day
September: National Hispanic Heritage Month
October: National Disability Employment Awareness Month
November: Native American/Alaskan Native Heritage Month
Public Civil Rights
The Public Civil Rights national program includes two sub-programs: Federally Assisted Program and Federally Conducted Program.
The Federally Assisted Program ensures that recipients of Federal financial assistance provide access to facilities, programs, and activities in a non-discriminatory manner. Examples of programs and activities include but are not limited to audio/video presentations, displays and display areas, kiosks, informative talks, museums, hunting, fishing, educational programs, bird watching, tours, camping and hiking.
Through the Federally Conducted Program, the Service is responsible for evaluating its facilities, programs, and activities to ensure that they are provided in a manner that does not discriminate on the basis of race, color, national origin, age, physical/mental disability, reprisal and sex (including sexual orientation, transgender status, gender identity, or expression). Additionally, all programs and activities, such as audio/video presentations, displays and display areas, kiosks, informative talks, museums, hunting, fishing, educational programs, bird watching, tours, camping, hiking, recreation sites, bid openings, recruitment, employment, training, public information and/or education, visitor center and public meetings are evaluated to ensure equal access for all.
Both Public Civil Rights programs require that reasonable accommodations with respect to programs, activities, and facilities be provided to all persons with disabilities. Examples of accommodations for persons with disabilities include providing information about programs and/or activities in alternative formats, providing persons with disabilities equal access to recreational activities through special use permits, acquisition or modification of equipment or devices, and providing services such as readers or interpreters.
FWS is committed to the outreach and recruitment of a highly qualified, diverse, and inclusive workforce to support our conservation mission. Head to the Careers page for more information on internship and employment opportunities!
Equal Employment Opportunity Complaints
Federal employees and applicants for employment with Federal agencies may file individual or class complaints of discrimination with the agency that allegedly discriminated against them. A discrimination complaint may be filed under the Civil Rights Act of 1964, the Age Discrimination in Employment Act, the Rehabilitation Act, or the Equal Pay Act. As an aggrieved person, an employee or applicant may allege discrimination on the basis(es) of race, color, religion, national origin, sex, sexual orientation, age (over 40), physical or mental disability, genetic information, status as a parent, or retaliation for participating in EEO activities or for opposing unlawful discrimination. Harassment is a form of discrimination that can be present with any basis.
An employee alleging discrimination or harassment must contact an EEO Counselor and initiate informal, or pre-complaint, counseling within 45 days of the occurrence of the matter alleged to be discriminatory or, in the case of a personnel action, within 45 days of the effective date of the action, or the date that (s)he became aware, or should have been aware, of the alleged offense.
Pre-complaint EEO Counseling Process
Any Federal employee or applicant for Federal employment who would like to file an EEO complaint, must first contact an EEO Counselor and enter the EEO informal complaint process prior to filing a formal complaint. The aggrieved person must contact an EEO Counselor and initiate informal complaint counseling within 45 calendar days of the date of the matter alleged to be discriminatory or, in the case of a personnel action, within 45 calendar days of the effective date of the action.
Formal EEO Complaint Process
The formal stage of the process begins when a formal complaint is filed. The complaint must be in the form of a signed statement from the complainant or the complainant's representative, containing the complainants (or representative's) telephone number and address, and must be sufficiently precise to identify the complaint, and describe generally the action or practice which forms the basis of the complaint.
For more information, read the Service's EEO policy.
To contact an EEO Complaints Counselor, email email@example.com or call 703-358-1724.
The Office of Diversity and Inclusive Workforce Management through its programs provides services in the following areas:
Diversity and Inclusion
Workforce Training & Awareness
Equal Employment Opportunity Informal Complaints
Equal Employment Opportunity Formal Complaints
Alternative Dispute Resolution
Public Civil Rights Federally Conducted Program
Public Civil Rights Federally Assisted Program
Affirmative Employment Programs
Special Emphasis Programs
Limited English Proficiency
Congressional Correspondence & Special Requests
Diversity Joint Venture
Our Laws and Regulations
The Office of Diversity and Inclusive Workforce Management’s portfolio supports overall success of the U.S. Fish and Wildlife Service. Its work is governed by laws, executive orders, and Department of the Interior, Department of Justice, and the Equal Employment Opportunity Commission regulations, directives, guidance, and policies to include but not limited to: Title VII of the Civil Rights Act of 1964, as amended, 42 USC § 2000e, et. seq.; Sections 501 and 504 of the Rehabilitation Act of 1973, as amended, 29 USC §791; the Age Discrimination in Employment Act of 1967, as amended, 29 USC § 621, et. seq.; the Equal Pay Act of 1963, 29 USC §206; the Civil Rights Act of 1991; the No Fear Act of 2002; the Genetic Information Nondiscrimination Act of 2008, 42 USC 2000f et. Seq.; Title VI of the Civil Rights Act of 1964, 42 USC § 2000d et. Seq.; 43 C.F.R. § 17, 28 C.F.R § 42, Management Directives 110 and 715; 29 C.F.R. §§ 1614 and 1630.