Policy Statement on Equal Employment Opportunity

Purpose:

This directive defines and prescribes the policy of the U.S. General Services Administration (GSA or Agency) on equal employment opportunity (EEO). This Policy supports GSA’s commitment to provide a workplace free of discrimination, harassment and retaliation in accordance with all federal civil rights laws, executive orders, regulations, policies, and guidance.

Background:

GSA’s goal is to prevent and address workplace discrimination, harassment, and retaliation in order to create and maintain a fair and equitable workplace where all GSA employees, former employees, and applicants for employment have equal employment opportunities.

Applicability:

This Order applies to all GSA employees, former employees, and applicants for employment at GSA. EEO covers a broad spectrum of GSA’s employment programs as well as management practices and decisions including, but not limited to:

1. Recruitment;
2. Hiring;
3. Merit promotion;
4. Transfer;
5. Reassignments;
6. Training and career development;
7. Benefits; and
8. Separation.

This Order does not apply to:

1. The Office of Inspector General (OIG), given its independence under the Inspector General Reform Act of 2008 (Title 5 United States Code Sections 401-424); or
2. The Civilian Board of Contract Appeals due to its independent authorities.

Cancellation:

This Order supersedes ADM 2310.7A, issued on August 15, 2023 and canceled February 6, 2025.

Summary of Changes:

In accordance with Executive Order 14168, Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government, this order has been updated to remove references to gender identity. This order also removes references to Executive Order  13672 and Executive Order  11246, which were rescinded by the January 21, 2025,  Executive Order 14173 Ending Illegal Discrimination and Restoring Merit-Based Opportunity. Additionally, in accordance with Executive Order 14251, Federal Labor Relations-Management Relations Program, references to negotiated grievance procedures, and labor unions have been removed.

Responsibilities: 

1. The Associate Administrator for GSA’s Office of Civil Rights (OCR) is responsible for developing and disseminating this policy. The processing and resolution of EEO complaints are the responsibility of OCR. OCR is responsible for managing GSA’s nationwide civil rights programs.
2. The processing and prospective resolution of harassment allegations (outside of the EEO context) are the responsibility of the Office of Human Resources Management (OHRM). OHRM is responsible for managing GSA’s nationwide human capital programs.
3. GSA executives, managers, supervisors, and employees share the responsibility for creating and maintaining a workplace that is free from discrimination, harassment, and retaliation, and in which all employees, former employees, and applicants for employment have a fair and equitable work environment which promotes equal opportunity.