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​Office of Civil Rights/Equal Employment Opportunity (EEO)

Our Mission 

To create and maintain a positive work environment that is free from discrimination, harassment and hostility through proactive prevention and education.


Our guiding principles

  1. We strive to be trustworthy stewards who provide useful information that allows people to make informed decisions about Equal Employment Opportunity and Civil Rights.
  2. We will take an empathetic unbiased approach, actively listen to and- as appropriate- seek resolutions to raised concerns at the lowest possible level.
  3. As we address concerns, we will be timely in our communication and interactions, as well as adhere to the standards of timeliness as outlined by the Equal Employment Opportunity Commission.
  4. We will do business in a manner that is kind to our patrons, exudes honesty, is equitable and respectful.
  5. We will offer a safe place to speak in confidence, we will honor anonymity and uphold our duty to adhere to Agency policies, as well as federal laws, regulation, rules and executive orders.


Our Programs and Functions


Management Directive 715 (MD-715)

This policy guidance which the Equal Employment Opportunity Commission (EEOC) provides to federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 et seq. MD-715 provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act. MD-715 took effect on October 1, 2003.

Regulatory requirement:

The Notification and Federal Employee Anti-discrimination and Retaliation Act
(No-FEAR Act)

This United States federal law seeks to discourage federal managers and supervisors from engaging in unlawful discrimination and retaliation. It is popularly called the No-FEAR Act, and is also known as Public Law 107–174.

An agency is to post current fiscal year data, updated quarterly, as well as data for the past five fiscal years.

Regulatory requirement:  


Policy and Procedures


Affirmative Employment Plans (AEP)


Contact BPA's Office of Civil Rights/Equal Employment Opportunity